People Advisory Business Partner in City of Westminster

The People Team plays a key role in enabling the firm to attract, develop and retain great people, and giving them the tools and support needed to develop and fulfil their potential, and that of the firm. The team is welcoming, inclusive, driven by providing a high touch level of service, and collaborative in terms of how we work. The team consists of 40 people in business-facing generalist roles (People Advisory) alongside specialist teams (Early Careers; Reward; Engagement EDI & Wellbeing; Talent Acquisition and the Academy).

As a critical member of the team, the People Advisory Business Partner will lead on providing the full range of generalist support to a defined group of departments as well as leading the people strategy within their client group. The role will have line management responsibilities and may take on specific portfolio roles across the team. The essence of the role is to collaboratively work with Business Partnering colleagues within People, Finance and Business Development, acting as the trusted advisor on all people-related matters, with responsibility for the implementation and execution on a range of people-related priorities.

This role will act as a central point of contact for liaising with and interacting with each of the specialist areas across the People team, as well as collaborating with colleagues who support both fee-earning and business operational areas.

• Resource and Talent Planning: Working with hiring partners/managers to identify the best way to fill resourcing gaps, e.g. secondments, internal moves, before securing approvals to recruit externally. Collaborating with the Talent Acquisition team to source and recruit high calibre candidates, and work with the wider team and Academy to deliver a positive new joiner experience. Ensuring new starters have regular feedback check-ins during their probation period, dealing promptly with any issues arising during this time. Ensure that all people are aware of what development looks like and that high performers are identified and supported accordingly. Collaborating with the Academy to deliver internal training, sharing information and feeding back suggestions for new sessions.
• Performance and Employee Relations: To ensure leaders are taking an active role in upholding high standards of conduct (including adherence to the firm's Core Values) and performance across their teams. Through our approach to managing performance and development, ensuring that open, honest and constructive conversations are taking place regularly, feedback provided, and objectives are set and progress reflected upon. Where conduct or performance falls below the required level, to utilise the firm's formal disciplinary or performance management processes as needed if informal resolution is not possible. To support employees in resolving concerns informally where possible, but to ensure any grievances are managed in line with firm policy, seeking specialist internal advice where needed.
• Reward and Compensation Planning: Work closely with the People Advisory and the Reward teams on the annual reward processes including gathering information from the business, attending 'round table' meetings, reviewing and analysing data etc. Be a key link between the business and the Reward team in sharing information and insights (e.g. competitor activity, market trends, exit interview themes etc.) that could impact retention or inform the Reward strategy. To work with the People Advisor to ensure timely and accurate processing of the monthly payroll.
• People Data and Reporting: To utilise data and reporting (e.g. headcount, sickness, turnover, etc.) from the People system and associated sources (e.g. financial data) to help departments make better 'people' decisions. To assimilate and distil data into a concise and accessible format, with meaningful commentary that helps shape conversations and decision-making. To ensure assigned groups receive regular and ad-hoc reporting that helps address both short and longer-term issues (e.g. resource gaps).
• Wellbeing: Ensuring leaders hold regular informal conversations with their people that focus on wellbeing as well as job performance, and that any issues are quickly identified and addressed. Providing more detailed advice (including input from other People teams, as needed) on situations that may benefit from coaching, and/or support from our benefits providers (e.g. long-term sickness absence). Ensuring those departing for, or returning from, leaves of absence (e.g. family leave, sabbaticals, etc.) are fully supported before, during and after their time away from work. To work with colleagues from across the business, and within the People team, to continue to shape the firm's approach to the evolving work environment (e.g. hybrid working).

Recognised as an experienced expert and possesses broad knowledge of other specialisms within the People Team. Experienced in resolving a range of employee relations issues utilising both formal and informal approaches in order to generate timely and pragmatic solutions. Significant involvement in running annual reward/talent processes in conjunction with business leaders, with a focus on equity, parity and consistency. Strong ambassador for the People Team within the MDR Group and externally. Professional, warm, accessible and able to work effectively with a wide range of people and senior stakeholders. Ability to communicate clearly and effectively (including sensitive or frank messages) using the most appropriate medium and avoiding the use of jargon. Aptitude for helping business leaders to own the people agenda, influencing and challenging where needed to help them grow their own knowledge and capability in this area. Self-aware, with strong emotional intelligence and the ability to give and receive feedback, as well as influencing people of all levels. Exceptionally strong organisational skills, with the ability to manage time, expectations, and input needed from others to make things happen in a fast-moving and fluid environment. Strong IT skills, with confidence using People systems and analysing/presenting data.

Expectations of a Mishcon Business Partner: Champions and demonstrates commitment to our Core Values. Has a proven track record in consistently delivering excellence to internal and/or external clients. Recognised as a trusted advisor amongst a range of stakeholders. Understands their style, how to flex this to get the best out of others, meet the changing needs of the business and/or clients, while adopting a commercial approach and resolving issues independently. Actively engages and contributes to wider initiatives across the firm relating to transformation - identifies ways to drive improvements in own discipline/function. Has established relationships with people across the firm with an ability to collaborate and support cross-departmental initiatives and projects. Invests personal knowledge and takes active responsibility for the development and performance of their team.

The Mishcon de Reya Group is an independent, international professional services business with law at its heart, employing over 1400 people with over 650 lawyers. It includes the law firm Mishcon de Reya LLP and a collection of leading consultancy businesses that complement the firm's legal services. Mishcon de Reya LLP is based in London, Oxford, Cambridge, Singapore, Hong Kong and UAE. The firm services an international community of clients and provides advice in situations where the constraints of geography often do not apply. The work the firm undertakes is cross-border, multi-jurisdictional and complex, centred around three increasingly entwined and connected sectors: the Innovation Economy, Private Wealth and Capital, and Real Estate. The firm is known as a disputes powerhouse with a formidable capacity firmwide for dispute resolution. The Mishcon de Reya Group includes consultancy businesses MDR Discover, MDR Mayfair (in London, Singapore and Dubai), MDR ONE, and MDRi (in Hong Kong). The Group also includes MDR Lab, which invests in the most promising early stage legaltech companies as well as the Mishcon Academy, its in-house place of learning and platform for thought leadership. In 2024, the Group announced its first strategic acquisition in the alternative legal services market, flexible legal resourcing business Flex Legal. It also acquired a majority stake in Somos, a global group actions management business. We strive to create a fully diverse and inclusive workplace where all our people are empowered to fulfil their potential. We are proud of our agile working culture and are always happy to talk flexible working.