HR Business Partner/Project Manager

Permanent contract|London|Human Resources

HR Business Partner/Project Manager

London, United Kingdom Permanent contract Human Resources

Responsibilities

Description of the Business Line or Department

The Human Resources department is responsible for:

  • Developing the Business Unit 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 Business Unit and SG Group notably in terms of managerial culture, performance management and people engagement.
  • Contributing to the Business Unit and SG Group’s 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 HR Project Manager aspects of the position drives support to cyclical HRBP Framework implementation (e.g., Risk Agenda, Annual Compensation Review (ACR) process, Talent and Succession, etc.) and ad-hoc projects (Early Careers, Recruitment, DEI, Change Management) in partnership with the Lead HR Client Partner and wider specialist teams
  • The HR Project Manager works to ensure that delivery is smooth, streamlined, and efficient across the team (and created materials can be leveraged where possible pan-UK)
  • The HR Project Manager works as the conduit between Lead Client Partner, HR Business Partners, specialists, and the wider business to learn, and build, the materials, timelines, and guidance for the annual process of ACR / Talent across Support & Control
  • Supports the Lead HR Client Partner HRBP (and wider HRBPs) on implementation and delivery of cyclical processes and ad-hoc research / data (e.g., collation and preparing ExCo sessions on findings from 9-box data)
  • Monitors implementation of key processes to ensure consistency across stream and relevant follow up actions are completed
  • Supports the Lead HR Client Partner with People Planning, to learn and embed a People Strategy
  • Owns their own HRBP client area(s) within Front Office Business Units (Global Banking and Advisory & Global Markets) to learn, test and manage clients directly – with support from the Lead HR Client Partner HRBP (and possibly wider HRBPs) in line with the HR Business Partner job requirements

Summary of responsibilities

  • Liaison with Lead Client Partner, HR Business Partners and HR specialists across Front Office functions - Global Banking and Advisory & Global Markets with the ability to give commercial and credible advice
  • Builds, develop, and maintains strong relationships with internal client base and wider HR to provide advice and strategic direction on all HR issues to management and employees.
  • Ensures that HR topics are managed in compliance with HR process (standards), policies and regulations.
  • Manages Employee Relations cases (including running internal grievances, disciplinaries, restructuring and redundancies etc.) through to Tribunal where required.
  • 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

In capacity as an HR Business Partner:

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 (additional/replacement hires) and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles, sourcing channels 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: -

  • provides training and development for managers in all aspects of performance management in collaboration with the Training,  Development and Diversity team )
  • advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)

Global efficiency

The HR Business Partner: -

  • strives to ensure accuracy in the HR systems of data pertaining to staff
  • “knows” their client group and develops and maintains this knowledge through regular interaction with employees/managers
  • conducts regular career interviews and atmosphere reviews
  • advises and supports employees regarding 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 and promotion of managerial culture (in collaboration with the Training, Development and Diversity team

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
  • in conjunction with Training, Development and Diversity team 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
  • 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 HR or from the Group) within their client group
  • educates and promotes the use of managerial tools (PeopleSoft, eValuation, Career Management Tool, 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.
  • develops and trains managers in all aspects of managing poor performance
  • gathers data from exit interviews and supplies back to managers to identify trends/risks
    leads employee relations cases including rationalisation/redundancy plan and individual terminations when required

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 HR/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 HR/C&B rules

6. Ad-hoc

  • The HR Business Partner is responsible for permanent supervision within their perimeter.

Profile required

Competencies 

  • Strong understanding and/or experience of working across all disciplines within HR, knowledge of best HR practice, UK employment legislation and regulatory changes impacting HR policies and procedures
  • Demonstrable experience in managing 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
  • Proven project management skills
  • Experience of HR in Financial Services with fast-paced, demanding client groups
  • Experience working in an international matrix organisation
  • Ability to work under pressure
  • 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 identity.

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, gender identity, sexual orientation, membership of a political, religious, trade union or minority organisation, or any other characteristic that could be subject to discrimination.

Reference: 22000W2V
Entity: SG CIB
Starting date: 2023/02/13
Publication date: 2022/11/11
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