Working closely with the Strategic People Partner, a key focus of this role will be to support organisational change for the business. You'll also provide an HR partnering service in support of the People Plan, as well as supporting cyclical activity, such as the promotions process.

You’ll have responsibility for managing the relationship, coaching and advising of senior managers within your designated directorate(s), identifying where interventions are required.

A varied role where you’ll bring your proven HR business partnering experience to effectively manage a range responsibilities.

What you’ll be doing:

• Work closely with the aligned Strategic People Partner (SPP) to deliver a seamless and valued HR partnering service that focuses across the people life cycle.
• You'll support delivery of organisational change across the business areas you're responsible for. 
• You’ll manage the resolution of diverse HR issues (incl. reward, recruitment, culture, job evaluation and salary benchmarking, development, talent management, health and wellbeing and workforce planning).
• Some management of ER cases where required.
• You’ll actively manage relationships to a senior level, working closely with the SPP to understand strategy, develop plans to implement locally.
• Identify and utilise opportunities to coach line managers or provide training in areas of people management or Employee Relations, such as conducting PDRs, creating development plans, pay and promotion discussions.
• Review and maintain succession and workforce strategy plans for the long-term requirements of their business areas.
• Work with assigned business areas to help them understand SJP Talent Management strategy and to implement talent management practices, guided by the SPP, who is accountable at ExBo level.
• Interpreting employment law and good practice guidance, ensuring changes are communicated and understood by all.
• Support the promotions process, ensuring the centrally defined process is adhered to.
• Undertake job evaluations for assigned business area, providing expertise and challenge.
• Provision and analysis of MI to ensure key people metrics are shared with the SPP and more broadly.
• Support and inform wellbeing activity as required.

Who we’re looking for:

• You’ll have a comprehensive and up to date knowledge of employment law and general HR/Employee Relations best practices, and an ability to quickly apply this experience within this role, always delivering balanced and commercial outcomes.
• Experience of supporting and delivering organisational change/organisational design within a corporate environment.
• You’ll have a broad HR generalist experience to enable the resolution of diverse HR issues (incl. reward, recruitment, culture, job evaluation and salary benchmarking, development, talent management, health and wellbeing and workforce planning).
• Excellent communication skills and the ability to apply emotional intelligence and diplomacy to a diverse range of people and situations.
• Highly developed influencing and negotiation skills, building trusted relationships across the business at all levels.
• A good understanding of key employee life cycle events including, but not limited to, induction, development planning and leavers.
• Experience from working within a regulatory environment, ideally from working within the financial services sector.
• Ideally qualified to CIPD Level 7 or equivalent, or working towards this.
• Able to deal sensitively and tactfully, ensuring all matters discussed or dealt with remain absolutely confidential at all times, while able to judge when to escalate appropriately or share details with relevant parties.
• An innovative problem solver who takes an independent, pragmatic approach to problem solving and decision making.