Responsibilities:

• Employee relations: Act as the first point of contact for any employee relations issues within the business or practice area. Coach and develop people managers to effectively manage issues using appropriate policies and procedures with a view to resolving informally, where possible.
• Engagement and retention: Provide a focus on employee engagement, highlighting any potential issues with the relevant people manager or Practice Area Lead. Provide advice and coaching on how to address areas requiring attention. Monitor attrition levels and/or patterns to ensure proactive measures are implemented to maintain high levels of retention. Co-ordinate and drive the implementation of any employee engagement activities and actions.
• Recruitment and selection: Identify and plan for resource needs, considering all options to fill the gap, including internal moves, developmental assignments and recruitment of external hires. Source external candidates based on a well-defined and relevant role specification. Participate in interviewing, approve the candidate’s offer and plan for their successful integration through the delivery of firm-standard induction materials and operating as a ‘go-to’ person as they become established.
• Performance management and development: Support managers to effectively drive the annual performance cycle (goal planning, performance coaching and performance reviews) in accordance with the approved timeline. Liaise with the Learning team to seek support for specific developmental needs.
• Reward: Support managers to plan for salary and bonus reviews, ensuring a holistic and inclusive assessment of position, performance and market trends as an input to reward decisions.
• Organisation development/change initiatives: Act as a key stakeholder for the global HR team in the implementation of change initiatives. Tailor centrally-designed programmes to fit with business area or jurisdictional needs and ensure adequate communication and support for implementation. Provide feedback to central teams on change adoption, related local change initiatives or further assistance needed.
• Talent management: Over time, participate in the development of processes to support strategic decisions around promotions, succession planning and diversity to build an effective organisation that meets current needs while being focused on future growth. Ensure awareness of high potential individuals and critical positions.

Requirements:

• Holds the right to work without a work permit
• Relevant undergraduate degree or equivalent
• Ideally minimum 4 years’ relevant HR generalist experience
• Ideally experience of working in a Legal, Professional Services or similar
• Successful history of advising managers on employee relations matters such as discipline, grievance, performance management, sickness, absence and recruitment
• Working knowledge of HR systems
• Excellent communication skills with the ability to influence
• Collaborative working style, both with the broader HR team and the business
• Professional maturity including confidentiality and sensitivity in dealing with employee relations matters
• Proactive problem solving approach
• Solid commercial acumen