Interim Head of HR Business Partnering

I’m pleased to share I’m currently looking to hire an interim Head of HR Business Partnering for a global, Financial Services firm. This role is a maternity cover for a period of 9-12 months, leading the HR Business Partnering (HRBP) team, Systems and Operations team.

The team is led by the Chief People Officer (CPO) who, with three Directors and the Head of Diversity and Inclusion, make up the HR Leadership Team. This role is one of those Directors and reports to the CPO.

Responsibilities

·People management – lead and motivate the HR Business Partnering and HR Systems and Operations teams.

·Leadership – be a member of and active contributor to the HR Leadership Team, including chairing meetings on a rota basis. Act as a conduit for senior leaders into other parts of the HR team. Work in partnership with all other parts of the HR team, in particular talent acquisition, talent development and reward. Prepare and present papers to ExCo and the Board, as appropriate, with appropriate support from other members of the HR team, including the CPO.

·Performance and talent management – lead all aspects of the Performance Evaluation and Development Programme

·Organisational design – act as the HR leader, supported by the HRBP team and with the CPO, as appropriate, on team and organisational restructures providing advice on the right structure, the people implications and employment law considerations.

·Business partnering – perform the role of a senior HR Business Partner as appropriate on relevant matters, ensuring close working with all areas of the business and a strong understanding of business drivers and strategy.

·Lead complex ER issues – engage with line managers promptly to address issues in a timely manner. Identify trends across all ER cases in the firm and pick up on workplace issues, communicate findings and formulate and deploy strategic solutions.

Diversity, Equity, Inclusion & Belonging (DEIB) – champion DEIB across the HRBP and Systems and Operations teams and the firm more broadly, ensuring that DEIB is embedded

·Wellbeing – be the HR lead on understanding the wellbeing needs of employees, working with other relevant parts of the firm, including the Health & Safety team.

·Handbooks, contracts and policies – the HRBP team are responsible for ensuring templates and handbooks are reviewed periodically in line with firmwide requirements and are fit for purpose for the organisation and approved by the relevant Committee. Take action to ensure that any relevant employment law changes are factored into policies, documentation and training.

·Employment law advice – lead on the relationships with external employment law advisers across all markets.

·Risk and audit actions – oversee all relevant risk activities, including the reporting of risk events, the ongoing development of the risk register and the monitoring of the people risk metrics. Be responsible for ensuring that relevant internal audit actions are progressed.

·Business continuity and crisis management – play an active role in the firms Crisis Management framework and oversee the role of HR Business Partnering and Systems and Operations in business continuity and crisis management.

The candidate

Background, skills, aptitude

·A HR generalist with solid experience of HR practices and employee management; having built strong relationships at all levels in organisations to be an effective partner to client groups and deliver a first-class service in all areas of HR, in conjunction with specialist teams where appropriate.

·Broad and extensive experience within a complex/matrix organisation ideally within financial services or professional services. International/multicultural exposure, and ability to manage stakeholders internally and externally within a challenging and ambiguous environment and influence accordingly.

·A central player in business transformation, workforce shaping/planning, talent strategy. Strong demonstrable experience of managing complex transformations, such as process changes, team restructures and new team builds.

·Ability to build successful, collaborative relationships quickly with HR colleagues and the wider organisation.

·Thoughtful with exceptional influencing and communication skills: able to be articulate, compelling, engaging.

·Ability to understand the firms business strategies and align people activities to ensure the achievement of business objectives.

·High level of communication skills in written and spoken English.

·Organised and reliable in meeting deadlines, with a structured working style.

·‘Can-do’ attitude; team-worker willing to ‘muck in’ and do what’s necessary, even when outside immediate remit.

·Experience with, and confidence in, conducting employee relations and performance management meetings, following agreed processes, from start to finish – with a pragmatic approach.

·Strong and up-to-date knowledge of employment law.

The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.

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