Group HR Business Partner

Group HR Business Partner Job Description Main duties and responsibilities Implementation of strategy
• Understand the objectives and overall strategy of the Group and the firm and strive to support these through the provision of HR support.
• Act as lead HR contact for team restructure/consultation programmes
• With the Group HRM, attend relevant leadership team meetings for allocated teams and lead on appropriate agenda items. Talent Management
• Support cyclical talent processes, including performance reviews, career conversations, promotion cycles, and the delivery of the Group wide talent management plan and promotion pipeline.
• Support and encourage career mapping discussions for all individuals in the group to enable informed promotion planning for each promotion round.
• Support the management of promotion rounds for allocated teams within the Group.
• Work with the Senior Group HR Business Partner to ensure the annual performance appraisal process is completed in a timely, fair and consistent manner.
• Promote excellence in performance at all levels, encouraging continuous development across all teams.
• Coach, guide and influence managers on people management practices, building leadership capability and constructively challenging inappropriate behaviours or actions.
• Lead the management of all performance plans and provide day to day support to the business in managing under performance Recruitment/On-Boarding
• Work with the central recruitment team to ensure effective end-to-end recruitment activity for the Group.
• Provide proactive recruitment support to allocated teams within the Group, ensuring recruitment excellence is maintained at all times.
• Review job descriptions with hiring managers to ensure alignment to role requirements.
• Partner with Early Talent to support the delivery of junior programmes.
• Act as the main HR point of contact for all new starter administration, in addition to HRSS support.
• Review the progress of new joiners across the designated teams, working with Hiring Managers prior to confirmation of permanent position and completing probation reviews. Reward
• Support the Group HRM and the central Reward / projects team in implementing the annual salary review and bonus processes for allocated teams within the Group.
• Assist with the preparation of compensation data – including benchmarking, allocation, and manager guidance.
• Process approvals for promotions, salary changes and incentives accurately and in a timely manner.
• Coordinate and manage BonusPlus nominations received from the teams, supporting authorisation process and addressing challenges raised by relevant leadership. Learning & Development
• Work with central L&D team to ensure that development programmes are relevant to Group needs and promoted accordingly.
• Identify training needs from people discussions or ER themes.
• Support with any ad-hoc local training interventions as required, such as management capability sessions. Employee Relations
• Responsible for managing all core ER cases across the Group, including misconduct, sickness absence, flexible working requests, performance management plans, grievance and disciplinary processes.
• Support investigations, documentation and meeting preparation, escalating complex or high-risk situations to the Group HRM as appropriate.
• Provide timely advice and guidance to staff and managers as required.
• Champion the development of people management skills within the Group.
• Promote awareness of diversity, inclusion, wellbeing and fair people practices. HR Metric Analysis
• Analyse and interpret HR metrics as appropriate to identify trends, inform decision-making and support workforce planning.
• Prepare HR dashboards or reports for the Group HRM as required.
• Provide regular exit interview reporting to the business Commercial & Organisational Awareness
• Maintain and understanding of Group operations and strategy to provide informed and business-aligned HR advice.
• Support the Group HRM and leadership team in identifying opportunities for operational improvements or efficiencies.
• Anticipate people-related risks and escalate as appropriate. Other
• Build strong, effective working relationships across the Group at all levels.
• Where required, support other HRBPs and Senior HRBPs across Practice Groups
• Provide Group and HR project support as appropriate, taking