HR Business Partner

Company Overview

RFI Global is a data and insights company focused exclusively on financial services. We empower financial services leaders with the market intelligence they need to drive innovation and accelerate growth. Partnering with the world's top financial institutions, our expert team delivers tailored insights through a unique hybrid syndicated approach, drawing from over 200,000 consumer and 60,000 business interviews each year.

The Role

RFI Global is seeking an experienced HR professional to lead full employee lifecycle across our global business. This is a standalone HR role responsible for supporting employees and leaders across the UK, Australia, Singapore and the US, and therefore global experience would be advantageous. This is a highly hands-on role requiring the successful candidate to be equally comfortable setting and executing HR strategy as they are delivering all day-to-day operational activity. This includes personally managing employee queries, recruitment processes, performance cycles, and administrative requirements, while simultaneously partnering with leadership on strategic people initiatives. Candidates must be pragmatic, self-sufficient, and confident operating at both strategic and operational levels.

Responsibilities

• Performance Management
  • End to end ownership of the performance management process
  • Provide performance management guidance to people leaders including oversight of probationary reviews and guidelines for performance improvement plans
  • Partner with people managers for terminations/departures and provide support for off-boarding tasks including conducting exit interviews and associated administrative activities
  • Ensure people managers are trained, equipped, and supported to lead performance management confidently and independently, providing them with the tools, frameworks, and capability to address performance issues effectively and consistently
  • Assist with employee relations matters including disciplinary processes, grievance investigations, absence management and capability assessments
• Employee Engagement
  • End to end ownership of the employee engagement process including periodic surveys, pulse checks and collation of feedback to develop action plans
  • Manage the employee onboarding and offboarding process including induction programmes and exit interviews
  • Work with Marketing to develop employee content for blogs, social media approach for employer branding
• Training & Compliance
  • Facilitate training initiatives including professional development planning, policy rollouts, etc.
  • Demonstrate core competency in HR and organizational matters including health and safety, accommodations, accessibility, etc.
  • Provide 1-on-1 guidance to managers on employee relations including conflict resolution, clarification of employment standards laws, and overall best practices
  • Provide support in conducting investigations into grievance issues including documentation and interviews
  • Remain current with employment standards practices including content development and ensuring policies are being followed throughout the organization via handbook or individualized policy documents
  • Ensure RFI’s HR and people practices remain compliant with all relevant employment legislation and regulatory guidance across all operating jurisdictions, proactively monitoring legislative change and updating policies, processes, and guidance as required
  • Maintain ownership of all HR and people policies, ensuring they are regularly reviewed, kept up to date, and aligned with legislative requirements and organisational best practice across all regions
  • Monitor sickness absence using the Bradford Score (or equivalent methodology), providing insight, reporting, and guidance to managers to support effective absence management in line with company policy and legal requirements
• Reward
  • Benefits administration, and ongoing analysis in conjunction with employee feedback and best practices
  • Compensation benchmarking via salary surveys
  • Perks and fringe benefits positioning, including market reviews of what’s competitive and how to implement within budget constraints
  • Partner with Finance and our payroll partners to ensure that payroll is complete and accurate each month
• Recruitment
  • Partner with the business to understand recruitment needs
  • Own the end-to-end recruitment process including candidate sourcing, screening and offer and contracting
  • Where needed, work with 3rd party recruiters in the appropriate territories
• General
  • Develop and own specific HR KPIs
  • Manage the HR technology platforms including Factorial and Workable

Requirements

• Degree, Diploma, or Certificate/Professional Development in Human Resources Management
• Fluent in English (verbal and written)
• 7+ years of previous HR Generalist experience ideally in a scale-up/mid-sized business supporting multiple stakeholder groups ideally with globally distributed teams
• Demonstrated focus on results and business/operational improvements including meeting or exceeding HR metrics and or completion of stretch goals
• You will be a self-starter who enjoys building and is comfortable with significant amount of change and working in a fast paced environment across multiple time-zones
• Prior work experience in all fundamental areas of HR: Employee relations (coaching, leadership, decision making, etc.), Recruitment and selection, Compensation and benefits, HR law (employment standard, common law, occupational health and safety legislation, employment equity, employment contracts, etc.), Performance management process, Budget planning, HR reporting (trending, analysis, recommendations)
• Ability to write, understand and implement policies and procedures to all levels of the organization (junior employee to senior leader)
• Highly flexible, with solid interpersonal skills that allow one to work effectively in a diverse working environment and interact directly with executive committee members
• Able to deal with people sensitively, tactfully, diplomatically, and professionally at all times
• Working knowledge of Microsoft and HR tools as required

Benefits

• Discretionary Bonus
• Opportunity to work with a global team in a fast paced, fast growth business
• Hybrid working (2 days office based minimum (Central London))
• 25 Days Holidays + public holidays + birthday leave + 2 days charity leave
• Health Insurance
• Monthly breakfast and quarterly social events
• Learning & development budget to help your professional growth
• Wellness and education contribution fund
• Pension Scheme
• Loyalty Leave
• Perkbox