Senior HR Business Partner - Human Resources - United Kingdom Senior HR Business Partner - Human Resources -  …

SOCIETE GENERALE
in London, United Kingdom
Permanent, Full time
Last application, 23 Nov 20
Competitive
SOCIETE GENERALE
in London, United Kingdom
Permanent, Full time
Last application, 23 Nov 20
Competitive
Senior HR Business Partner - Human Resources - United Kingdom
Description of the Business Line or Department
The Human Resources department is responsible for:
Developing the BU/SU and SG Group's attractiveness as a responsible employer notably in terms of career opportunities, people development, compensation, diversity and working environment;
Addressing the larger challenges of the BU/SU and SG Group notably in terms of managerial culture, performance management and people engagement;
Contributing to the BU/SU and SG Group competitiveness by maintaining critical staffing levels and talented profiles;
Supporting the strategy and transformation by accompanying the teams and working on their employability.

Summary of the key purposes of the role
The Senior HR Business Partner provides strategic HR support to specific population(s) of the Business, i.e. front office business lines or support functions, ensuring HR initiatives are aligned to the strategy of the business
Escalation/ first line of support for HRBP(s) & Advisor(s) supporting client group
Responsible for providing a full spectrum of advice and guidance in relation to the employee lifecycle.
The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group

Summary of responsibilities
Liaison with senior management team across functions, where the ability to give commercial and credible advice is paramount.
Builds, develop and maintains strong relationships with internal client base and provides advice on all HR issues to management and employees.
Collaborates and shares information in a transparent and swift manner with the Heads of HR of other UK regulated entities (e.g. KH and SGIL) to ensure there is a common understanding of HR topics across the UK platform while being the main point of contact for cross entity Senior Business Leaders (eg UK CFO)
Thoroughly conversant and advises on changes in employment and regulatory legislation and ensures that HR topics are managed in compliance with HR policies and regulations.
Implements and enforces corporate initiatives and global HR policies.
Highlights and responds to HR related business and conduct risk and ensures best practice with employment issues including liaison with legal advisors as appropriate.
Ability to manage complex employee relations issues including terminations, settlement agreements, disciplinaries, grievances and OH cases with minimal assistance.
Partners with HR specialist teams, middle office and other relevant individuals outside HR (e.g. Compliance Officer) to ensure HR team deliver a best in class service.
Works on projects both locally and globally which add value to HR's corporate service offering.
Management and ongoing development of HR Business Partner direct report(s) and oversight responsibility for Middle Office advisor(s) supporting business line.
Escalation & first line of support for HRBP(s) & Advisor(s)
1. Recruitment
HR advisory to the Business
With the management of their client group, the HR Business Partner is involved in drawing up staffing plans and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles and any other relevant HR-related issues in partnership with the Recruitment Team.
HR policies enabler
The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
2. Career Management and Mobility
HR advisory to the Business
The HR Business Partner:-
advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)
Global efficiency
The HR Business Partner:-
"knows" their client group and advises managers and employees with regard to internal career management
coordinates international assignments in partnership with the specialist International Assignment Team, linking all stakeholders in the secondment process
HR policies enabler
The HR Business Partner:-
encourages use of the Mobility Charter & ensures that the international mobility policy is applied consistently
3. Talent management (in collaboration with HUMN/PTD)
HR advisory to the Business
The HR Business Partner:-
ensures that the Business participates in the 360° process as appropriate
contributes to the formalization of succession plans for key positions
formulates an appropriate training and development plan and influences the local training offering
Global efficiency
The HR Business Partner:-
identifies, along with managers, talents and key resources in their client group and gains a deep knowledge of those staff
works with the Business to ensure that each "key" employee has a formalized personal development plan in their annual objectives
HR policies enabler
The HR Business Partner:-
implements all talent initiatives (coming from HUMN or from the Group) within their client group
educates and promotes the use of managerial tools (PeopleSoft, eValuation, Manager Handbook, etc.)
4. Exit Management
HR advisory to the Business
The HR Business Partner:-
proactively supports managers with workforce planning/managing the corporate title pyramid; by anticipating short and long term business needs, and manages any restructuring and redundancies as appropriate.
oversees the development and training of managers in all aspects of managing poor performance
leads complex employee relations cases including rationalisation/redundancy plan and individual terminations
HR policies enabler
The HR Business Partner supports the Business in mitigation of legal risks in conjunction with grievance/ disciplinary/ redundancy processes.
5 . Compensation (in cooperation with HUMN/C&B)
HR advisory to the Business
The HR Business Partner:-
delivers regular market intelligence to managers
will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
Global efficiency
The HR Business Partner:-
works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
coordinates the annual compensation review for their client group with the specialist teams
HR policies enabler
The HR Business Partner:-
supports the C&B team by providing compensation information gathered from exit and recruitment interviews
ensures that all compensation decisions respect the Group and HUMN/C&B rules

Level of Autonomy and Authority
In line with the BU/SU and SG Group Delegation Rules for HR (updated regularly by HUMN/DIR Paris).

Profile required
Competencies
Strong understanding and/or experience of working across all disciplines within HR, knowledge of best HR practice and UK employment legislation
Proven experience in managing complex employee relations cases
Knowledge of banking industry, banking practices and the regulatory environment
Ability to build and maintain strong client relationships across all levels of the organisation including Exco members
Ability to work autonomously with their client group within the framework of the applicable policies and delegation rules
Ability to work with managers to build comprehensive business cases to influence and persuade decision-making
Excellent interpersonal skills
Communication and presentation skills
Experience of HR in Financial Services with fast paced, demanding clients groups
Experience working in an international matrix organisation
Ability to work under pressure
Leadership qualities
Adaptability

Why join us
People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, so you know our names, and we know yours. It's personable, human, and inspires success through passion. By encouraging open mindedness and a willingness to share ideas, we have adapted to market changes and thrived through innovation. Bringing words like "hard work" and "dedication" together with "community" and "respect" has enabled us to work collaboratively and build our future together. We call this Team Spirit and it's what makes us different. It's what makes you different.

Business insight
If you feel you have the required experience and qualifications, then please apply to the SG Resourcing Team, and we will manage your application. At Société Générale, we believe our people are our strength and are core to the success of our business. As such, we search for, recruit and appoint the best available person on the basis of aptitude and ability, regardless of sex, marital or civil partnership status, race, colour, nationality, ethnic or national origins, pregnancy, disability, age, sexual orientation, religion, belief or gender reassignment.

We are an equal opportunities employer and we are proud to make diversity a strength for our company. Societe Generale is committed to recognizing and promoting all talents, regardless of their beliefs, age, disability, parental status, ethnic origin, nationality, sexual or gender identity, sexual orientation, membership of a political, religious, trade union or minority organisation, or any other characteristic that could be subject to discrimination.

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