Human Resources Business Partner

Permanent contract|New York|Human Resources

Human Resources Business Partner

New York, United States Permanent contract Human Resources


Day to day responsibilities include but not limited to:


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.

Global efficiency - Excluding high fliers, the HR Business Partner is the single point of contact for all hires within their client group and leads the recruitment process. Specifically the HR Business Partner:

  • Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team          
  • Implements a specific recruitment strategy for each vacancy
  • Initiates an appropriate candidate selection and interview process in conjunction with line management
  • Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
  • Ensures efficient on boarding of new hires

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.
Career Management and Mobility

  • HR advisory to the Business
  • Provides training and development for managers in all aspects of performance management
  • Advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)
  • Global efficiency
  • 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 with individuals, identifying target lists at the beginning of each year
  • Advises and supports employees with regard to internal career management
  • Monitors difficult nobilities and formalizes an action plan
  • Coordinates international assignments in partnership with the specialist International Assignment Team,  linking all stakeholders in the secondment process
  • Encourages use of the Mobility Charter
  • Ensures that the international mobility policy is applied consistently

Talent management and promotion of managerial culture (in collaboration with HUMN/PTD)

  • Ensures that the Business participates in the 360° process as appropriate
  • Contributes to the formalization of succession plans for key positions
  • In conjunction with PTD formulates an appropriate training and development plan and influences the local training offering Global efficiency
  • 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
  • Implements all talent initiatives (coming from HUMN or from the Group) within their client group
  • Educates and promotes the use of managerial tools (eValuation,, Manager Handbook, etc.)

Exit Management

  • Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs
  • Develops and trains managers in all aspects of managing poor performance
  • Gathers data from exit interviews (see below) and supplies back to managers to identify trends/risks
  • Systematically carries out exit interviews, analyzing reasons for departure and providing associate feedback
  • Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
  • The HR Business Partner supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.

Compensation (in cooperation with HUMN/C&B)

  • Delivers regular market intelligence to managers
  • Will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
  • 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
  • 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


  • The HR Business Partner is responsible for permanent supervision within their perimeter.
  • Whilst most reporting is now carried out centrally by the COO/business manager teams, the HR Business Partner is expected to contribute information when required and to add analytical insight to the raw data produced.
  • The HR Business Partner may run/contribute to transversal projects as required, initiated either locally or transversally at HUMN level.

Profile required


  • 5+ years experience in a similar role as an HR Business Partner
  • Client focused with strong communication skills
  • Solutions driven, forward thinking  for innovating current processes
  • Ability to work autonomously
  • Basic advisory skills and good interpersonal relations skills
  • Process oriented and ability to see bigger picture
  • Detail oriented and organized
  • Excel skills and reporting analytics
  • HR administrative experience


  • Basic Microsoft Word, Excel, Outlook
  • PeopleSoft, VBA


  • 3+ years of Human Resources experience in a similar capacity, preferably within the financial services industry


  • Bachelors Degree


  • English

Business insight

The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to people issues in their region/business line.


Employees should understand the institution’s approach to risk management and their respective roles in supporting a strong risk culture, as outlined in the SGUS Operations Enterprise Risk Management Framework.


At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities and the world in which we live, because relationships are at the heart of how we operate.

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.

Reference: 21000C1I
Entity: SG CIB
Starting date: 2021/06/21
Publication date: 2021/04/14