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HR Business Partner - Fixed Term Contract to October 2027

External
Cliffordchance logoCliffordchance · London, UK
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About the role

You will partner with the Senior HR Business Partner and relevant key stakeholders to deliver people priorities aligned to the firm's People and Talent Strategy. Who you will work with You will work closely with the Senior HR Business Partner, as well as other members of the wider HR team to deliver high impact, highly efficient people priorities and processes. You will build trusted advisor relationships with key stakeholders, and you will work closely with junior HR Business Partners to mentor and develop them. What you will be responsible for You will build trusted advisor relationships with key stakeholders to deliver the priorities aligned to the firm's People and Talent Strategy.

Responsibilities

  • The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities.
  • People and Talent Strategy
  • Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior HR Business Partners and key stakeholders on key talent processes (e.g. compensation).
  • Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues.
  • Mentor and develop the junior HR Business Partners in implementing people priorities and applying policies consistently, as well as monitoring the quality and timely delivery of activities.
  • Work with Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.
  • Organisation Design
  • Work with Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.
  • Employee Relations
  • With guidance and direction from Senior HR Business Partner, be a trusted advisor to key stakeholders on low-risk employee relations issues and identify early interventions.
  • Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
  • Respond to queries and provide guidance in line with our policies and procedures.
  • Support Business Professional staff (up to Director level career band) and mid-senior level Lawyers prior to and on return from their parental leave.
  • Provide guidance and support in relation to ER issues for Business Professional staff (up to Director level career band) and mid-senior level Lawyers.
  • Financial Management, Risk, Data and Analytics
  • Work with Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
  • Assist Senior HR Business Partner to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, inclusion focus groups
  • Talent Management
  • Assist Senior HR Business Partner to deliver talent pipeline reviews identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
  • Career Development
  • Assist Senior HR Business Partners to identify development needs of managers and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

Benefits

Work with Senior HR Business Partner and Reward CoE, to execute the year end compensation processes.Talent AcquisitionLiaise with key stakeholders to understand the business case for recruitment and oversee and input (where required) into the recruitment approval process including data to support.Take lead on the review of job descriptions and role mapping, taking inputs from Reward CoE as necessary.Meet all new lateral joiners in Business Professionals (up to Executive Manager level career band) and mid-senior level Lawyers, within 2 weeks of joining, and then again at the end of their first 100 day to deliver the new joiner induction.Deliver the NQ induction to welcome NQs and brief them on career development.Exit ManagementConduct exit interviews (where appropriate) up to Exec Manager and mid-senior level associates, using exit themes to highlight key issues to the Senior HR Business Partner and key stakeholders that will drive change to attract, retain and motivate talent.Identify and escalate any ER related issues to the Senior HR Business Partner and Head of Employee Relations.InclusionWork with Senior HR Business ParParental leave

Additional Information

The ideal start date for this role is October 2026. We welcome applications from candidates seeking either a 4 day or 5 day working week.

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