HR Business Partner

Role Summary

The role is responsible for providing first class HR support to a selected client group as determined from time to time. This is a hands‑on generalist role, supporting front and support and control departments. As a role within the HR Advisory team this role includes responsibility for building effective relationships with stakeholders and overseeing and taking employees and managers through all aspects of the HR employee lifecycle. The role also includes ad hoc responsibility for projects and initiatives assigned to them from time to time. All employees are expected to understand and comply with any Sarbanes Oxley operational requirements relevant to their role.

Responsibilities

• Act as a trusted partner to the business, providing Business Heads, Line Managers and Employees with HR advice, proactively translating business and talent needs into HR requirements and working environment
• Carry out all HR operational related tasks across the employee lifecycle for the business for the relevant client groups, including but not limited coordinating, administering, and overseeing the new hire process (onboarding, induction, background check management), annual performance review process, and leaver process.
• Contribute as directed on Employee Relation issues for the business for the relevant client groups, including redundancy, performance management, grievances and disciplinary/ dismissal processes, including coaching/guiding affected stakeholders, acting as HR representative in meetings and administering relevant paperwork.
• Build strong relationships with stakeholders as the first point of contact for all HR queries for the relevant area/s of the business.
• Champion new people initiatives in your client group and influence positive change
• Proactively identify opportunities to improve processes, introduce efficiencies and find ways to add value to the HR department and the business, and act as a role model to the HR Associate/Administrator to encourage a culture of continuous improvement in efficiency of the HR function.
• Monitor and understand the people metrics for your assigned business area including but not limited to headcount, performance, talent, attrition, engagement related metrics; and use data to inform HR actions and priorities
• Maintain system data and tailor system data offline to serve business and HR purposes
• Collaborate with Senior Management and Compliance to ensure appropriate regulatory due diligence is carried out for new staff being onboarded and due diligence for the Certified Persons sample
• Oversee with Compliance that SM&CR policy and procedures are adhered to
• Support the team’s efforts in fostering a culture that is built around the “core” values of the Company
• Work with the Compensation and Benefits team to ensure Benefits and Rewards administration is carried out smoothly between the two teams.

Competencies

• Adaptable – able to be decisive and respond quickly to changing conditions or requirements
• Proactive and innovative with an entrepreneurial flair
• Flexible and willing to learn
• A collaborative team player, approachable, self‑efficient and influences a positive work environment
• Demonstrates curiosity
• Resilient in a challenging, fast‑paced environment
• Strategic collaborator with insight and agility, able to anticipate future challenges, ensuring operational effectiveness

Skills & Experience

• Extensive experience of working in an HR function, ideally within a Financial Services environment, with appropriate knowledge of HR systems and processes impacting the employment lifecycle
• Experience working in a regulated environment and knowledge of the risk and compliance requirements associated with this in particular in relation to SM&CR
• Knowledge of employment law and regulatory requirements impacting the employment relationship
• CIPD or equivalent qualified

Conduct Rules

• Act with integrity
• Act with due skill, care and diligence
• Be open and cooperative with the FCA, the PRA and other regulators
• Pay due regard to the interests of customers and treat them fairly
• Observe proper standard of market conduct
• Act to deliver good outcomes for retail customers

Marex is fully committed to being an inclusive employer and providing an inclusive and accessible recruitment process for all. We will provide reasonable adjustments to remove any disadvantage to you being considered for this role. We value the differences that a diverse workforce brings to the company. We welcome applications from candidates returning to the workforce. Also, Marex is committed to avoiding circumstances in which the appearance or possibility of conflicts of interest may exist within the hiring process.