Senior HR Business Partner

Global firm in London, have a requirement for a Senior HR Business Partner, approximately 6 month contract, to partner with the Practice Area Leader and their leadership teams to develop and deliver people priorities aligned to the firm's people and talentstrategy, and the UK practice area business function's strategy. You will work closely with the senior UK HR leadership team, supported by the HR Advisory team, building trusted advisor relationships with Partners, regional business function heads and theirleadership team responsible for:
**People and Talent Strategy**
- Partner with key stakeholders to develop and deliver the people and talent strategy
- Shaping the regional talent agenda and working with the Regional Heads on key talent processes. Representing client groups, collaborating with colleagues and bringing market knowledge of leading practice HR.
- Act as a trusted advisor to key stakeholders, providing support, coaching and direction on HR issues. Manage, lead, and develop HR team members in implementing the people strategy

**Organisation Design**
- Use external views and internal knowledge to assess current state and identify optimisation opportunities for structural change.
- Work with key stakeholders to define future state, based on the operating model, design principles and area responsibilities. Develop, design, conduct impact analysis and create implementation plan for changes to structure, roles and workforce transition.

**Employee Relations & Talent Management**
- Advisor to the senior stakeholders on complex employee relations issues, anticipating risk and likely consequences, and identify early interventions.
- Confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
- Provide input to help shape employee related policies.
- Work with key stakeholders to develop the resourcing plan that anticipates demand needs, future skills, and attrition, including analysing data, identifying trends and finding creative solutions in order to develop the talent pipeline.
- Deliver talent pipeline reviews to identify critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
- Collaborate with the TA team to integrate long-term strategic aims into the business planning process, to develop more agility in responding.
- Plan and anticipate future recruitment needs. Collaborate with TA team to align inclusive recruitment framework processes to the practice/function inclusion plan.

**Financial Management, Risk, Data and Analytics**
- Determine headcount forecasting and budget changes.
- Interpret business metrics and combine this with people data, analytics and reporting to support business and to optimise effective decision making.
- Use broader data from employee listening from across the firm, e.g. people survey, Code of Conduct workshops, inclusion focus groups, etc. to give a broader perspective

**Performance Management**
- Support managers and partners and positively challenge them in order to influence objective and fair performance, reward outcomes that are consistently applied across practice areas..

**Career Development & Succession Planning and Partner Pipeline**
- Use outputs of talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan for key roles, high performers and diverse talent.
- Develop top talent and support raising their profiles within and outside their practice area, Help identify development needs of senior leaders to ensure continued development. Work in partnership with succession planning for leadership and senior roles.
- Work with group heads to develop long-term partner pipeline plans and work with Career Development Partners to execute talent pipeline reviews actions

**Compensation**
- Partner with Reward to develop a compensation strategy for the region and work with Reward to execute the year end compensation processes.
- Understand compensation arrangements for senior leaders/ partners, to prepare and support relevant stakeholders for the discussions that will take place in the review cycle.

**Inclusion & Wellbeing and People Experience**
- Drive the wellbeing and people experience objectives and action plans for regional business function. Build knowledge and understanding of the wellbeing strategy, enablers and priorities.
- Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.
- Partner with stakeholders to drive the inclusion objectives in order to deliver against ther inclusion targets to recruit, develop and retain diverse talent. Proactively build knowledge and understanding of the key inclusion pillars and strategy.

**Experience**

You will be an experienced HR Business Partner, having worked in a global professional services organisation and enjoy working within a fast paced environment. As a Senior HR BP, CIPD qualified, you will have a proven track record of developing and implementingHR initiatives that have demonstrably contributed to achieving business objectives.

Location: Canary Wharf

Hybrid Working: 50% office / home

Hours: 9.30am - 5.30pm

Benefits: Extensive

Duration: 6 months fixed term contract minimum

**Salary**: From £98K Plus

**PLEASE NOTE**

My client is an equal opportunities employer and do not discriminate on the grounds of gender, sexual orientation, marital or civil partner status, pregnancy or maternity, gender reassignment, race, colour, nationality, ethnic or national origin, religionor belief, disability or age.

Thank you