Senior HR Business Partner

Job Description

Operating as an effective member of the HR team you will be expected to partner closely with the broader UK HR Team and with Colleagues to share deep insights into specific business needs. Taking ownership on a range of HR topics such as reward, employee relations, talent acquisition and development, performance, organisation development/change, culture, and engagement. Whilst also ensuring the implementation of the global people strategies, to support the Bank's current and future needs.

Aufgaben

• Assist Head of HR in fulfilling the following responsibilities:
• Culture, Culture Framework Implementation and whistleblowing
• Create the right organisational culture to drive organisational effectiveness through engagement.
• Ensure that the right culture, values and behaviours are embedded and reinforced through performance and adaptability as well as ensure appropriate conduct, risk management and focus on client needs.
• Ensure that all HR-related strategies, policies and procedures are consistently displayed in line with the Bank's stated values.
• Oversee and extend across the entire employee lifecycle the HR-related processes (such as fitness and property assessments, internal hiring, management of absences and associated procedures) which establish long-term compliance with the Senior Managers and Certification Regimes as well as Conduct Rules.
• Resourcing:
• Develop approaches to identify, attract and assess candidates to get the right people into organisation/Performance Management
• Use workforce planning and talent management initiatives to drive organisational performance.
• Reward:
• Close liaison with Remuneration Committee and any other applicable regulation.
• Assist HRF&EC and executive management in developing reward programmes and systems which recognise and reward critical skills, capabilities, experience and performance.
• Create benefits strategy which attracts, retains, motivates and rewards employees.
• Ensure that reward covers are market-based and aligning individual decision making with good standards of conduct, more effective risk management and better alignment of reward to performance.
• Co-ordinate UK-wide annual salary to bonuses review and provide input into the annual budgeting process.
• Co-ordination and governance of Annual People Risk Framework:
• Ensure compliance and sign-off of annual Risk Taker
• Employee Relations:
• Ensure that the Bank's talent management and compliant people policy framework
• Organizational development and design:
• Employ a range of OD tools, methods and approaches to deliver change across the organisation.
• Employee Experience:
• Create an engaging and motivated employee experience which enables employee voice and unlocks performance
• Learning and Development:
• Create employee focused aligned to culture and values.
• Online learning and Future workforce capabilities
• Offline learning and future workforce
• Challenge the business case for learning, developing the Bank Annual Learning Plan to ensure we have the right capability to deliver now and in the future.
• Design and influence executive management to ensure right investment in learning is made and delivery accountabilities are delivered at source by the business not HR
• Other areas (Strategic):
• Ensure approaches to development and promotions are in line with the agreed principles around learning and development and deliver fair access of opportunity for all.
• Succession & Planning:
• Assist the Head of HR and management in identifying and growing talent to fill business-critical positions in the future
• Diversity and Inclusion:
• Create an inclusive culture and integrate diversity and inclusion into People and organisation strategy

Anforderungen

• Proactivity & Productivity
• Keep up to date with industry, socio-economic and regulatory developments.
• Continuous learning and drive to improve business and operational success
• Knowledge of Employment Law/legislation
• Operation of individual Accountabilities Disciplines

Process & Platform

• Adhere to policies regarding Conduct Rules and regulatory obligations for each location
• Comply with all HR-related legislation, policies and procedures
• Follow the Risk Management Framework and associated training, policies and processes
• Understand, manage and continuously review the risks and controls for your role
• Be alert to new risks, breaches or losses and report them in line with formal processes.