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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 all employee lifecycle components in their scope.

This role will partner with and support an HR lead in all areas described below.

Day to day responsibilities include but not limited to:

Career Management and Mobility

• HR advisory to the Business
• Provides guidance and advice to Business Partners in all aspects of performance management
• Advises Business Partners on strategic HR planning
• Ensures accuracy in the HR systems of data pertaining to staff
• "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication
• Advises and supports employees with regard to internal career management
• Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force
• Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic
• Ability to work across Business Lines and influence effectively
• Supports the formulation of appropriate training and development plan and influences the local training offering
• Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
• Proactively works with the Business to ensure that each "key" employee has the necessary development plans
• Educates and promotes the use of managerial tools and training resources

Recruitment

• HR advisory to the Business - With the management and COOs of their client group, the HR Business Partner is involved in working on staff 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 - The HR Business Partner works with recruitment as the 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
• Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
• Assists with the 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
• Works with immigration team as needed to initiate or transfer visas
• Partners with the junior program team on incoming summer/full time analysts integrating into their business lines
• 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.

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 and supplies back to managers to identify trends/risks
• Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
• Carries out all terminations for the business line they support
• Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.

Compensation

• Delivers regular market intelligence to managers and manages position matching for industry benchmarking
• Advise Business Partners with the compensation review of their teams, anticipating strategic planning
• Work with the Specialist team to build packages for recruitment, mobility, departure and retention
• Coordinates the annual compensation review for their client group with the specialist teams