Main duties and responsibilities
Implementation of strategy
1. Understand the objectives and overall strategy of the Group and the firm and strive to support these through the provision of HR support.
2. Act as lead HR contact for team restructure/consultation programmes
3. With the Group HRM, attend relevant leadership team meetings for allocated teams and lead on appropriate agenda items.
Talent Management
4. Support cyclical talent processes, including performance reviews, career conversations, promotion cycles, and the delivery of the Group wide talent management plan and promotion pipeline.
5. Support and encourage career mapping discussions for all individuals in the group to enable informed promotion planning for each promotion round.
6. Support the management of promotion rounds for allocated teams within the Group.
7. Work with the Senior Group HR Business Partner to ensure the annual performance appraisal process is completed in a timely, fair and consistent manner.
8. Promote excellence in performance at all levels, encouraging continuous development across all teams.
9. Coach, guide and influence managers on people management practices, building leadership capability and constructively challenging inappropriate behaviours or actions.
10. Lead the management of all performance plans and provide day to day support to the business in managing under performance
Recruitment/On-Boarding
11. Work with the central recruitment team to ensure effective end-to-end recruitment activity for the Group.
12. Provide proactive recruitment support to allocated teams within the Group, ensuring recruitment excellence is maintained at all times.
13. Review job descriptions with hiring managers to ensure alignment to role requirements.
14. Partner with Early Talent to support the delivery of junior programmes.
15. Act as the main HR point of contact for all new starter administration, in addition to HRSS support.
16. Review the progress of new joiners across the designated teams, working with Hiring Managers prior to confirmation of permanent position and completing probation reviews.
Reward
17. Support the Group HRM and the central Reward / projects team in implementing the annual salary review and bonus processes for allocated teams within the Group.
18. Assist with the preparation of compensation data – including benchmarking, allocation, and manager guidance.
19. Process approvals for promotions, salary changes and incentives accurately and in a timely manner.
20. Coordinate and manage BonusPlus nominations received from the teams, supporting authorisation process and addressing challenges raised by relevant leadership.
Learning & Development
21. Work with central L&D team to ensure that development programmes are relevant to Group needs and promoted accordingly.
22. Identify training needs from people discussions or ER themes.
23. Support with any ad-hoc local training interventions as required, such as management capability sessions.
Employee Relations
24. Responsible for managing all core ER cases across the Group, including misconduct, sickness absence, flexible working requests, performance management plans, grievance and disciplinary processes.
25. Support investigations, documentation and meeting preparation, escalating complex or high-risk situations to the Group HRM as appropriate.
26. Provide timely advice and guidance to staff and managers as required.
27. Champion the development of people management skills within the Group.
28. Promote awareness of diversity, inclusion, wellbeing and fair people practices.
HR Metric Analysis
29. Analyse and interpret HR metrics as appropriate to identify trends, inform decision-making and support workforce planning.
30. Prepare HR dashboards or reports for the Group HRM as required.
31. Provide regular exit interview reporting to the business
Commercial & Organisational Awareness
32. Maintain and understanding of Group operations and strategy to provide informed and business-aligned HR advice.
33. Support the Group HRM and leadership team in identifying opportunities for operational improvements or efficiencies.
34. Anticipate people-related risks and escalate as appropriate.
Other
35. Build strong, effective working relationships across the Group at all levels.
36. Where required, support other HRBPs and Senior HRBPs across Practice Groups
37. Provide Group and HR project support as appropriate, taking account of capacity, skills and interests
Relevant Experience
38. HR generalist experience in a business partnering or advisory role
39. Experience supporting managers across the full employee lifecycle
40. Experience of working in professional services or complex matrix organisations is desirable
41. Experience of dealing with staff at all levels in a persuasive and credible manner
Key Skills
42. Strong relationship building and influencing skills
43. Ability to communicate clearly and confidently
44. Strong listening and problem-solving skills
45. Commercial awareness and an understanding of how HR contributes to business performance
46. Strong technical HR skills and a good working knowledge of employment legislation and best practice
47. Strong Organisational and prioritisation skills
48. Responsive and solutions focused
49. Strong customer service orientation
50. Collaborative approach to working
Personal Qualities / Behaviours
51. Professional, proactive and balanced approach
52. Proactively builds positive and influential working relationships with key stakeholders, and is regarded as a ‘trusted advisor’
53. Proactive and responsive in all areas - providing views, challenging appropriately, and taking ownership of task completion
54. Collaborative, open, approachable, consultative, able to work independently and as part of a team
55. Able to deal confidently with uncertainty and ambiguity
56. Demonstrates sound judgement
57. Demonstrates the ability to draw out information and seek facts using strong questioning and listening skills
58. Resilient, calm under pressure and able to handle sensitive issues with confidentiality and care
59. Adaptable with a positive attitude
At Pinsent Masons we value diversity and inclusion. We are committed to creating a better workplace where all our talent can succeed and feel like they belong. We want to attract, retain and develop people at all levels and encourage applications from all suitably qualified candidates whatever your ethnicity, religion, age, physical or mental disability/long term condition, sexual orientation, gender identity or expression or any other characteristics protected by local law in the jurisdictions in which we operate. #LI-BOSS