• Full Time
  • London
  • 65,000 GBP / Year

Our client is the world’s top communications agency for global clients

They are seeking an experienced HR Business Partner to join their collaborative team. The HR Business Partner will act as a strategic partner to various business units, providing expert guidance and support in all aspects of HR management. This role requires a proactive and solutions-oriented individual who can effectively collaborate with stakeholders to support organisational change and drive business success.

Strategic HR Planning/Employee Engagement:
  • Support TD leadership to develop and implement HR strategies aligned with organizational objectives and implement initiatives to enhance employee engagement and morale.
  • Conduct surveys and assessments to gather feedback and identify areas for improvement.
HR Policy and Compliance:
  •  Ensure compliance with employment laws and regulations. Support TD leadership to develop and maintain HR policies and procedures, and provide guidance to managers and employees on HR-related matters.
Employee Relations:
  •  Advise and coach senior leaders and line managers to resolve a variety of employee relations matters, including conflict resolution, performance management, wellbeing, sickness absence, flexible working and employee concerns so that leaders are empowered to proactively support their teams
  • With guidance from the Head of TD or SBP, manage any grievance or disciplinary matters (informal and formal)
  • Champion employee wellbeing by coaching leaders, managers and individuals in support of positive mental health so everyone is able to bring their best selves to work
  • Attend designated business unit team meetings to deepen understanding of practice areas and industry challenges, working to build strong relationships with all team members so that everyone feels comfortable reaching out to you for support
Talent Acquisition, Compensation & Benefits:
  • Working with the TA team, input into resourcing plans, provide advice on salary benchmarking, and immigration guidance
  • Partner with hiring managers and TA to ensure a smooth and efficient hiring and onboarding process.
  • Implement initiatives to attract and retain top talent
  • Ensure you can confidently respond to benefit and contractual queries
  • Support the roll out and comms around any new soft or formal benefits that are implemented agency wide
Mobility:
  • Immigration – coach juniors as needed to ensure that we are continuing to maintain compliance and best practice
  • Global mobility – partner with global TD colleagues to support inbound and outbound secondments/transfers for your practice area
  • NYLON/EMEA Connect – support PL’s to identify appropriate opportunities as part of individual development plans
Performance Management, Career Mapping & Succession Planning
  • Support the performance management process, including helping managers with goal setting, feedback, and development planning. Provide coaching and support to managers on performance-related matters
  • Lead annual talent mapping exercises for each practice group and partner practice management teams to implement action plans for the career development of individual team members and play a role in upskilling managers on the performance management framework and help them to identify stretch opportunities for their lines
  • Alongside the Head of TD, align with the global plans to review and refresh our career development framework
Learning & Development:
  • Encourage the development and implementation of the agencies learning and development strategy
  • Provide feedback to the L&D Senior Manager on team specific training needs and help to identify trainers and build in plans to the wider EDGE London programme that addresses their needs
  • Support the roll out of new programmes – promote participation of agency wide upskilling and work to identify those that would benefit from each new focus area
Onboarding/Offboarding:
  • Meet new hires as part of their induction process and check in with them at the 3 month point to evaluate progress
  • Liaison with the Operations team to develop strong operational understanding
  • Conduct all exit interviews for Directors & above and work with wider team to ensure all exit interviews are conducted & analysed
  • Provide anonymous or consented feedback to leadership in order to improve culture or team effectiveness where needed
DE&I:
  • Partner the DE&I team to ensure talent initiatives align with the agency’s DE&I vision
  • Provide feedback on behalf of practices to the DE&I team so they are better informed about the issues and challenges that occur on a practice level
  • Actively participate in some of the steering group committees or ERG’s that resonate with you

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