Responsibilities

The Human Resources department is responsible for:

• Developing the BU/SU 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 BU/SU and SG Group notably in terms of managerial culture, performance management and people engagement

• Contributing to the BU/SU 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.

• The HR Business Partner provides HR support to specific population(s) of the Business, i.e. front office business lines or support functions, ensuring HR initiatives are aligned to the strategy of the business

• Responsible for providing a full spectrum of advice and guidance in relation to the employee lifecycle

• The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group.

• Liaison with senior management team across functions, with the ability to give commercial and credible advice

• Builds, develops and maintains strong relationships with internal client base and provides advice on all HR issues to management and employees

• Ensures that HR topics are managed in compliance with HR policies and regulations

• Implements and enforces corporate initiatives and global HR policies

• Highlights and responds to HR related business and conduct risk and ensures best practice with employment issues including liaison with legal advisors as appropriate

• 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 Officers) 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

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 PTD

• 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 with regard to 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 HUMN/PTD)

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 PTD 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 (PDP) in their annual objectives

HR policies enabler

The HR Business Partner:

• implements all talent initiatives (coming from HUMN 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 plans 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 HUMN/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 deci