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People Business Partner

2 weeks ago

City Of London, United Kingdom St. James’s Place Full time

Overview Are you ready to chart your own career path? With our refreshed strategy, we’re building on our rich heritage and transforming our business to be more scalable and efficient, unlocking the capabilities needed for future success. This includes significantly investing in technology, streamlining the way we work and creating an environment where colleagues feel engaged, empowered and accountable; where they can show up, speak up and perform – because we believe in the difference our work makes. At a Glance Location: Cirencester Office Workplace Type: Hybrid Employment Type: Permanent Seniority: Mid‑Senior Level The Role The People Business Partner reports to the Director of People Partnering, advising and supporting on strategic people planning and organisational development. The role is responsible for communicating and delivering the HR agenda in line with overall SJP and HR strategy, within a regulatory and risk‑aware environment. It will act as an integral member of the relevant management team, understanding and anticipating business and organisational strategic priorities, and driving strategic value to the business through strong HR partnerships. What You'll Be Doing Communicate and deliver the HR agenda in line with overall SJP and people strategy. Lead complex and high‑risk employee relations issues, engaging relevant SME partners and business leaders. Ensure effective engagement and reporting on HR matters to relevant GEC members and their leadership teams. Partner with business leaders and SMEs to develop and implement workforce planning strategies including succession planning, critical role and talent identification, career pathways and the associated current and future development requirements. In partnership with leaders, foster and embed SJP cultural values and behaviours that support employees, set the tone for leadership behaviour, conduct and ethics, and champion diversity, equality and inclusion throughout SJP. Role‑model and set the right tone regarding SJP’s culture and policies on complying with all applicable laws, regulations and ethical issues. Leverage HR analytics to bring insight and rigor, and encourage data‑led decision making. Have a good understanding of governance structures, ensuring that people‑related risks and decisions are escalated and owned by appropriate individuals and/or committees. Manage and elevate risks, ensuring full compliance with Group risk‑management procedures. Partner with the business and SMEs to identify and implement changes to reward strategy or compensation structures, to attract and retain talent while maintaining cost‑effectiveness and alignment with SJP behaviours and values. Maintain knowledge of relevant regulations and their link to SJP’s employee policies and practices, including remuneration. Coach business leaders to ensure best people outcomes across their business and strengthen senior leadership effectiveness. Advise and challenge business leaders to be fiscally responsible in people‑related decisions, ensuring alignment with SJP fiscal tolerance. Build and maintain effective working relationships with HR colleagues, the wider SJP senior leadership cohort and other relevant parties to ensure effective coordination and delivery to support business and corporate objectives. Ensure adherence to internal policies, applicable laws, regulations and ethical issues including expectations of the FCA, PRA, or other relevant financial services regulatory bodies. Who We're Looking For A proven senior People Business Partner able to engage at all levels across the business and exert appropriate senior authority/influence. Strong analytical thinking, problem‑solving skills and the ability to mitigate regulatory and legal risks. Experience managing complex projects and change initiatives. Commercial and strategic business insight with an understanding of how the HR function intersects with SJP’s business objectives, risk appetite and competitive landscape. FS experience including a history of successfully delivering on HR programmes and challenges such as organisational design, culture, regulatory change and workforce planning. Pragmatic approach and commercial mindset. Strong, commercial grasp of current and future HR practices in FS; awareness of external HR and industry trends and best practice. Experience of coaching senior leaders and managers to ensure high performance and best client/business outcomes. Strong understanding of performance management frameworks, pay structures, incentive schemes, employee engagement drivers, cultural levers and capability approaches. Essential Criteria Must have senior People Business Partner experience in technology within FS. Strong analytical thinking and data analysis skills – able to interpret HR metrics/data. Proven commercial and strategic business insight within FS – prior experience of delivering HR programmes and challenges such as organisational design, culture, regulatory change and workforce planning. Experience coaching senior leaders/managers to ensure high performance and best client/business outcomes. Skilled at building and maintaining effective working relationships with senior leaders. Strong understanding of performance management frameworks, pay structures and incentive schemes, employee engagement drivers. Strong commercial grasp of current and future HR practices in FS. Special Requirements Some national travel (most likely between Cirencester and London locations), occasional overnight stays. Flexibility around working hours is expected from time to time in keeping with leadership expectations at this level. What’s in it for you? We reward you for the work you do, whether that’s through our discretionary annual bonus scheme that reflects both personal and company performance, competitive annual leave allowance (28 days plus bank holidays, with the option to purchase an additional 5 days), or online rewards platform with a variety of discounts. Benefits Competitive parental leave (26 weeks full pay) Private medical insurance (optional taxable benefit) 10% non‑contributory pension (increasing with length of service) Equal Opportunities & Reasonable Adjustments We are an equal opportunities employer and want to ensure our recruitment process is accessible and inclusive for all. If you require reasonable adjustment(s) at any stage please email us at careers@sjp.co.uk. #J-18808-Ljbffr