HR Manager

The Team

The HR team in London consists of 40 people . The HR generalist team comprises three Senior HR Managers, one HR Manager, three HR Advisors and one HR and Recruitment Lead supporting IT globally, and is supported by the HR Service Delivery Team. The generalist team work closely with the HR specialists in Recruiting, Global Mobility, Reward, Employee Relations, Reward and Benefits, HR Systems and Diversity and Inclusion.

The Role

The HR Manager reports to the Head of HR London and is an integral part of the HR generalist management team. Working closely with the Senior HR Managers, the HR Manager will manage their own non-fee earning portfolio including IT and Finance. The HR Manager is responsible for working with and influencing key stakeholders to improve business performance by identifying areas for improvement and facilitating change initiatives.

The key responsibilities are as follows

Business Partnering
Position HR as a strategic business partner within the firm and contribute to business planning and strategic discussions by advising on people challenges Working with the HR leadership team to shape HR to meet the vision of the firm Develop the visibility and profile of HR Work with Heads of Department to define and deliver effective HR solutions Develop and sustain strong business relationships with key stakeholders to become a trusted advisor Coach and support Heads of Department in their development of people management and leadership skills Work with wider business to ensure initiatives and solutions have full support ahead of implementation Challenge thoughts and propose new ideas that may lead to better strategic decisions Influencing and support change management across the firm Work with line managers to ensure the structure of the business areas is appropriate and meets the firm's commercial needs. Where necessary advise on re-organisations, restructurings, redundancies and transfers Leading on the implementation of various policies and practices including maternity, flexible working, shared parental leave, mentoring, equal opportunities, headcount management, and dismissal Work with the HR leadership team to communicate and share expertise across the region Work with L&D colleagues to ensure the key people managing the business areas covered have the right skills, experience and knowledge to manage people effectively and to help and support them when gaps are identified Work with relevant HR colleagues to ensure D&I principles are embedded in the cultures of the business areas covered and assist in applying any agreed programmes and initiatives (e.g. "Talent in the Pipeline")

Recruitment
Working with the key stakeholders to develop robust resourcing and succession plans Work closely with the Recruitment Team to ensure these plans are implemented in a timely and cost effective manner

Performance Management
Lead and assist in the implementation of the staff appraisal process (including the annual moderation process) Work with the Heads of Department to ensure that the outcome of the annual appraisals process is positive and meaningful Coach Heads of Department and line managers in the delivery of effective performance management based discussions Identify training needs and liaise with the L&D team as appropriate Advise on and lead talent management initiatives Work closely with the Employee Relations Manager to advise on grievances and disciplinary matters

Engagement
Lead and manage the Engagement Survey process for the business services areas covered Work with the business to formulate a strategy and propose initiatives to improve employee engagement

Salary Review
Manage the annual salary and bonus review process for the business services areas covered Work with Heads of Department to develop an appropriate communication strategy Keep up to date on market intelligence on salaries and remuneration for the business services areas covered and ensure that remuneration remains competitive

360 Degree Feedback
Work with the relevant key stakeholders to develop a strategy for implementing 360 degree feedback

Skills and Experience Required
Graduate or equivalent and ideally CIPD qualified Proven HR professional with previous experience of building effective relationships with senior stakeholders Proven management skills Strong team player Commercially astute Proactive approach Strategic thinking Delivers results Excellent written and verbal communication skills Strong influencing skills Integrity and discretion Ability to inspire confidence and respect at all levels Flexible in thinking and approach

At Norton Rose Fulbright we welcome receiving direct candidate applications via our careers page.

If you would like to ask any specific questions beforehand, please contact

NO AGENCIES PLEASE
Salary: . Date posted: 22/06/2017