People Business Partner/Head of Talent

1 month ago

London, United Kingdom C. Hoare & Co. Full time

This is a dual-function role, forming a key part of our People Team. We are seeking an experienced and enthusiastic HR Business Partner who will also deliver a new talent strategy over the course of the fixed term contract period.

The role is responsible for leading our talent acquisition, talent management and colleague engagement strategies. You will be a strategic partner to senior leaders within the bank, developing innovative solutions to attract, develop, and retain top talent. You will also play a key role in fostering a culture of engagement where employees feel valued, motivated, and empowered to deliver exceptional service to our customers.

Role Profile:

The Head of Talent & Engagement role plays a critical role in ensuring we have a highly skilled, motivated, and engaged workforce. By attracting top talent and fostering a positive work environment, you will be instrumental in driving employee retention, productivity, and ultimately, exceptional customer service.

This role can significantly contribute to attracting the right expertise, fostering a customer-centric culture, and ultimately, building long-term value for the bank's customers.

Executive Partnering:

·         Partner with business to develop and implement people elements to department strategies that support the bank’s overall goals.

·         Provide HR advice, challenge and guidance to senior management and line

managers throughout the colleague lifecycle (including workforce planning,

recruitment, talent management, performance management)

·         Triage key people issues as they arise and ensure they are dealt with by the

relevant person in the People team.

·         Develops trusted relationships and partnerships through integrity and

authenticity and is clear about the outcomes that are important to key

stakeholders.

Talent Acquisition

·         Develop and implement a comprehensive talent acquisition strategy, ensuring we attract diverse and high-performing candidates aligned with our business needs.

·         Partner with business leaders across the Bank to understand their specific talent needs and develop targeted recruitment strategies.

·         Oversee all aspects of the recruitment process, including sourcing, candidate screening, interviewing, and onboarding.

·         Define and articulate the employee value proposition to existing and new employees

·         Move towards colleague advocacy of the bank, measured through increased engagement and colleague referrals

·         Stay up-to-date on evolving recruitment trends and technologies to optimize our talent acquisition efforts.

 

Talent Mobility

·         Conduct regular talent gap analyses to identify current and future skills needs across the organization.

·         Develop and implement succession plans for key leadership positions.

·         Oversee workforce planning initiatives, ensuring we have the right talent in the right roles at the right time.

·         Collaborate with the Learning Manager to curate and deliver targeted learning and development programs focused on the specific skills and knowledge required for success in private banking roles.

·         Oversee the design, delivery, and success of multiple talent programmes.

·         Facilitate career development conversations with employees, helping them identify their career goals and create personalized learning plans to achieve them.

·         Implement mentoring and coaching programs to foster knowledge transfer and accelerate skill development within the organization.

Colleague Engagement

·         Drive key strategic metrics such as happiness, engagement, colleague net promoter score and inclusion

·         Heatmap the colleague experience across the colleague life-cycle and prioritising interventions

·         Oversee the creation and reporting of colleague surveys, including engagement and happiness, culture and purpose etc.

·         Foster a culture of recognition and appreciation, acknowledging outstanding contributions and achievements.

Requirements

·         Proven experience as a senior HR leader with a successful track record in a complex and fast-paced organisation.

·         In-depth knowledge of HR practices within the financial services sector.

·         A strong understanding of business strategy and the ability to translate it into a people strategy.

·         A passion for building high-performing teams and fostering a culture of continuous learning and development.

·         Excellent leadership, communication, and interpersonal skills with the ability to influence at all levels.

·         A strong strategic mind with a focus on innovation and data-driven decision making.

For internal use only: CHC Work Level 3 -

Benefits

  • 30 DAYS OF HOLIDAY (Work Level 3)
  • MARKET-LEADING PENSION
  • GROUP LIFE ASSURANCE
  • GROUP INCOME PROTECTION
  • SEASON TICKET LOANS
  • PRIVATE MEDICAL INSURANCE
  • SUBSIDISED STAFF DINING ROOM
  • CHARITABLE DONATIONS/ GIVE AS YOU EARN
  • EYE CARE
  • FLEXIBLE BENEFITS
  • ADDITIONAL ANNUAL LEAVE
  • COMPUTER PRODUCTS
  • CHARITY DAYS
  • CRITICAL ILLNESS AND CRITICAL ILLNESS SPOUSE/PARTNER
  • CYCLE TO WORK
  • DENTAL INSURANCE
  • PERSONAL ACCIDENT INSURANCE
  • TRAVEL INSURANCE
  • VEHICLE BREAKDOWN COVER
  • GYM MEMBERSHIP/RETAIL DISCOUNTS
  • WORKPLACE NURSERIES
  • ELDERCARE SCHEME
  • ELECTRIC VEHICLE SCHEME

Supporting Your Recruitment Experience

If you have a disability, health condition or are neuro-diverse and may benefit from some adjustments and support during the recruitment experience, then just ask – we don’t want our hiring process to be a barrier for you.

Finally, please note that no candidate will meet every single desired requirement. If your experience looks a little different from what we have identified and you think you can bring value to the role, we would love to hear more about you

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