Strategic People & Culture Partner

Reporting to the Chief People Officer, the Senior People & Culture Business Partner will partner with relevant Executive Committee members, Department Heads and Managers in relation to Recruitment, Performance Management, Employee Relations, Reward and Learning & Development. This generalist role will be responsible for providing proactive support and direction to Line Managers on People policies, procedures as well as best practice and legislation. Contributions will be instrumental in nurturing a high-performance culture, fostering colleague engagement, and guaranteeing that People practices are in harmony with our overarching business strategy and objectives.

This role will involve overseeing a People & Culture Advisor and People & Culture Assistant, with the potential for further expansion. As a Line Manager, this role will be responsible for inspiring and motivating individuals, while also developing their performance through coaching and mentorship.

• Recruitment
  • Oversight of the end-to-end recruitment process, providing guidance to the wider team on delivering an excellent, proactive, and professional recruitment service in order to attract and recruit high calibre and diverse talent across all levels of the business.
  • Taking part in the selection process of senior hires across the business.
  • Acting as an escalation point for the team to resolve any contract, referencing, onboarding issues.
  • Complying with all relevant employment legislation and appropriate codes of practice which affect recruitment.
• Performance Management
  • Supporting Managers and colleagues with all areas of performance management, including delivering appropriate support for the quarterly review process.
  • Support the business with tools and measures to ensure performance expectations are understood, met, and addressed effectively, supporting Managers with any underperformance issues.
• Employee Relations
  • Manage in cooperation with Line Managers any disciplinary actions, promoting healthy relationships between staff and management.
  • Manage complex disciplinary/grievance/absence and other people related issues.
  • Leading on employment law updates for the People & Culture team; coordinating, implementing and embedding future changes into practice.
• Talent Development
  • Working with CPO and wider team in defining and implementing the L&D strategy for the business.
  • Designing & building training to meet the needs of the business, working with external learning partners, where necessary. This includes delivering training to colleagues.
  • Representative from the People & Culture team on the Diversity, Inclusion and Belonging Committee.
  • Take an active lead on the Wellbeing Committee.
  • Assisting the Chair to meet the DIB strategy of the business, reviewing policies, processes, educating staff, providing a safe forum for staff to voice their concerns, and promoting the work of both groups internally and externally. This also includes coordinating, implementing and embedding FCA changes (such as Non-Financial Misconduct) into practice.
• Other
  • Demonstrating the organisation’s Vision, Purpose, Values and Personalities; and promoting role model behaviour in the business.
  • While not directly interacting with customers, your actions should align with upholding the FCA's Consumer Duty principles, thereby contributing to fair and beneficial outcomes for our clients.

• Significant level of experience in Human Resources/People team within a fast-paced environment, preferably in the financial services sector.
• Experience in Financial Services/Wealth Management is preferable.
• Strong generalist knowledge and experience in employee relations.
• Up to date knowledge of employment law is essential.
• Knowledge or awareness of business drivers and how the People & Culture team can contribute to business success is important.

• Qualified, or working towards CIPD Level 7 is essential.

• Ability to effectively partner senior stakeholders across the business with a confident and credible approach.
• Keen interest in diversity and inclusion with experience in designing practical initiatives to improve diversity, whilst maintaining an inclusion culture.
• Ability to manage HR/People projects from inception to delivery.
• Tenacious and resilient, must be able to respond robustly to pressure and able to adapt to changing priorities.
• Able to deal with sensitive and confidential information in a discreet manner.
• Strong interpersonal and communication skills with the ability to build relationships and credibility across all levels of the organisation, in particular senior stakeholders.
• Ability to work as part of a team, collaborative and supportive of colleagues, previous management experience essential.
• Good attention to detail and accuracy of work.