HR Business Partner

HR Business Partner

Birmingham – Remote working with occasional travel

£522.50 - £700.00 PAYE / £678.38 – £908.83 Umbrella per day

6 Month Contract with the possibility of extensions and a permanent position.

Our client are currently seeking an experienced HR Business Partner to join their team in the Birmingham office/remote working (once/ twice per month in office) this contract will be for 6 months with likely extensions and could be permanent for the right candidate.

This position is one of the highest role within the branch and requires someone with extensive experience as a Business Partner or Head of HR/ HR Director and a depth of knowledge behind the strategic driving of the business, difficult business conversations around organisational change, understanding the strategic priorities of the bank, how can HR best position the people and the bank in order to be best prepared for the future. A high level influencing role.

Job Profile:

The primary responsibility of this HR Business Partnering role is to manage the effective execution the UK people agenda within Wealth and Personal Banking (WPB) to enable business performance.

As an HR Business Partner you’ll partner with Business Leaders to create and design effective people plans, drive and own the talent management agenda, and provide coaching and development. You will need to demonstrate leadership and role model behaviours, driving development and deployment initiatives that create business value.

Tasks and responsibilities of the job holder may include the following:

• Leading people-related projects both within and external to the HR function

• Providing effective HR influence and support to WPB leadership team.

• Possessing a strong understanding of local employment law

• Working with HR COE’s to oversee the delivery of HR processes which may include: organisational development, performance management, recruitment, succession planning and training and development

• Strong Knowledge of organisational design and change.

• Ensuring policies are embedded and adhered to within WPB

• Accessing and utilising data/MI to monitor performance and identify risks and concerns

Customers / Stakeholders

• Provides relationship management and advice to key stakeholders in WPB on strategic and operational human capital issues, by leading the alignment of the People Strategy to the Business Strategy and clearly articulating the value to the business.

• Understand the HR service delivery model, using positive and helpful language with the business ensuring a customer centric approach.

• Pitch the HR proposition and personal brand in a way that strengthens client trust.

• Proactively interacts and collaborates with the wider HR team to understand overarching issues, to leverage ideas and ensure consistent services and processes providing a ‘consistent’ employee experience.

• Leads People related aspects of change programmes, enabling others to commit to the journey, mobilising the cross functional resources required and taking responsibility for the change journey from design to delivery.

• Delivers fair outcomes for our customers and ensure own conduct maintains the orderly and transparent operation of financial markets

Leadership & Teamwork

• Sets expectations, shares best practice, supports HR colleagues as they are deploying initiatives

• Leads and encourages constructive teamwork by demonstrating collaboration and matrix management in action and taking prompt action to address any activities and behaviours that are not consistent with diversity policy and/or the best interests of the business and its customers.

• Drive high performing and collaborative teams including development of collective leadership.

• Reflect on own mind set and support in delivering the HR function’s value proposition.

• Develop emotionally intelligent business leaders. Challenge thought processes, encourage consideration of different perspectives and encourage empathy to help leaders understand the behaviours of others.

Operational Effectiveness & Control:

• Leads the continuing development, implementation and improvement of the processes, structures, capabilities, capacity and infrastructure needed to deliver agreed plans and targets, collaborating with colleagues to maximise end to end integration, effectiveness and efficiency.

• Establishes and maintains a robust and efficient control environment across HR to ensure good operational, financial and project management and compliance with policy and procedures, together with early identification and effective resolution or escalation of issues that arise.

• Leads the development, implementation and maintenance of appropriate HR management information, analysis and reporting framework that supports and informs timely and effective business management and decision making.

• Leads the implementation and oversight of HR policy and governance frameworks, procedures, practices and standards to ensure quality, effective risk management and regulatory compliance.

• Ensures robust succession plans, including external potential succession, for all key roles. Regularly review, validate and refresh. Consider platform role career / skill path planning informed by succession plans.

• Promote diversity of thought and demonstrate the benefits this can bring to the business leaders.

• Use talent data to help the business make better decisions and act upon them. Clear understanding on business / country headcount, population demographics etc. Know your business / country, what has changed/will change and why.

Management of Risk (Operational Risk / FIM requirements)

The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organisation.

This will be achieved by consistently displaying the behaviours that form part of the Purpose and Values, adhering to risk policies and procedures, including notification and escalation of any concerns and taking required action in relation to points raised by audit and/or external regulators.

The jobholder will also continually reassess the operational risks associated with the role and inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings, and the impact of new technology.

This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring.

Also by addressing any areas of concern in conjunction with line management and/or the appropriate department.

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