Senior HR Business Partner in Leeds

For over 20 years, Waystone has been at the cutting edge of specialist services for the asset management industry – partnering with institutional investors, investment funds and asset managers. We work with our clients to help build, support, and protect investment structures and strategies worldwide. Our success depends upon our ability to attract and retain the best, most diverse talent and provide our employees with a broad spectrum of professional development opportunities. Our workplace environment is an inclusive one, where employees can be themselves, reach their full potential and drive business results.

Reporting to the Country Head- UK, the Senior HR Business Partner will be an integral part of the team’s success. We’ll rely on you to be a thought-leader in all aspects of your role, bringing sound judgement and fresh ideas to the table across a variety of HR projects within the business. You’ll lead on various strategic people initiatives, working in collaboration with senior partners to develop, deliver and embed business strategy and organisational change.

Strategic Focus

• Act as a trusted global advisor and senior business partner to the senior leadership team and Exec level, supporting to deliver people plans.
• Provide oversight with proposed solutions to the Country Head of all relevant risks and mitigations to be raised and addressed at exec level.
• Lead and manage projects and work streams arising from the people strategy and other initiatives, including change and transformation activity.
• Demonstrate high levels of commercial acumen and strategic thinking with the ability to work at pace across several senior business stakeholders.
• Translate the company people strategy at a functional level to ensure that function specific targets are met.
• Work with business leaders to continually evolve their functional organisational design in line with Waystone organisational design principles to ensure that the organisation is fit to meet future business strategic aims.
• Support the central development and functional implementation of strategies to support a high-performance culture.

Operational Management

• Working closely with functional leads and their teams to anticipate and identify critical business needs and drive an engaged, inclusive culture where everyone can belong.
• Deliver annual processes that drive greater business value through people i.e., leadership of the compensation processes & annual performance management process.
• Promote and leverage people MI, providing valuable and key insight to business leaders, translating data and trends into clear people priorities to influence and drive positive change.
• Coach and guide managers on organisational structural changes.
• Facilitate annual talent and succession planning activities.
• Lead the management of employee relations initiatives and issues, such as disciplinary, grievance, dismissal, through to employment regulation and law.
• Collaborate across functions to deliver key people activity through others in an evolving environment.
• Manage day to day HR operations including supporting in the functioning and delivery of processes relating to the entire employee - employer relationship, from onboarding process, probation reviews and appraisals, through to any issues leading to termination.
• Develop processes and initiatives to aid expediency and efficiency.

People Leadership

• Nurturing, coaching and mentoring HR team members and the wider HR community.
• Act as a point of escalation and support for the team and business in complex/critical issues.
• Support the HR team with coaching, challenging, and supporting senior managers on HR issues.
• Mitigate risk and provide challenge, advice, and guidance accordingly through one to ones, and other mediums as necessary.
• Ensure impact of HR teams actions through timely interventions, consistent and accurate guidance, and commercial acumen.
• Assist with Continuing Professional Development of team members.

Governance & Risk

• Identify people barriers which prevent the organisation from operating effectively and advise/implement strategies to minimise or remove.

Requirements

• Proven experience in the strategic capacity of a Senior Business Partner role.
• Proven core HR competencies and exposure to the associated risks.
• Delivery focused and able to demonstrate a highly customer centric service.
• Experience of working in a highly commercial environment within Financial Services.
• Experience for strategically driving and implementing change.
• Understand operating in a COE model and how to leverage those relationships to deliver large scale projects.
• Adept at communicating, influencing, coaching, educating, challenging, and managing senior stakeholders.
• Strong experience working on a broad range of generalist deliverables such as, talent, coaching, development, employment law, engagement, performance, and compensation.

Education

• CIPD qualified (or equivalent)