About the role:
The EMEA HR Business Partner will work in a large global matrix environment, and requires a commercial approach and the ability to influence key stakeholders across the EMEA region (excepting the UK and Ireland). The role of the HR Business Partner is critical in helping us to manage the key people issues of the business in EMEA and to continuously improve the service HR provides to its clients. The EMEA HR Business Partner will provide advisory support to all EMEA offices except the UK and Ireland, and play a key role in ensuring that our HR policies, processes and procedures are applied consistently across EMEA, allowing for cultural differences and local legislation. The role specifically encompasses the management of the compensation and reward processes, performance management and talent development, employee relations, headcount management in line with budget and other generalist HR responsibilities including the oversight of recruitment and learning and development. In addition, the HR Business Partner will work on local and global initiatives in conjunction with the appropriate global Segment HR Directors and the HR Centres of Excellence.
As a member of the HR senior management team, the primary function of the EMEA HR Business Partner is to provide support and be a trusted advisor to the business on all HR matters. As such, the HR Business Partner will work closely with the EMEA HR Director, In-house Counsel, local and regional leadership, Finance and Payroll teams and HR colleagues across EMEA and in the US. Key aspects of the role include:
Recruiting and On-boarding:
- Work with the Talent Acquisition team in the preparation and support of segment talent planning.
- Assist hiring managers and recruiters with offer development and approval.
- Oversee recruiting processes within the segment including intern programs, graduate recruitment and experienced and senior hire recruiting.
- Welcome and on-board new joiners, providing tools for successful integration to the practice.
Performance and Talent Management:
- Direct and support the performance management process.
- Support managers in providing continuous performance feedback and advise on career and skills development, coaching discussions and performance improvement plans.
- Assist teams with navigating the career management system and completing project and appraisal reviews.
- Provide counsel, assistance, and problem-resolution services to employees at all levels, guided by company policies and relevant employment legislation, managing risk for the firm and become a trusted advisor.
- Manage any short and long term sick absence.
- Assist with the distribution of the annual Employee Engagement Survey results.
- Develop action plans in response to the EES results.
HR Policy Interpretation:
- Help develop, update, support, and communicate policies and processes to staff.
Compensation Review Process:
- Manage the annual compensation process including analysis of market data, recommendation of salary and bonus awards for individuals including both base and variable pay, and advising leaders around communications.
- Assist with the letter production process at the end of the annual review period confirming promotions, salary increases and bonuses to staff.
- Work with UK and segment HR and Global Mobility Centre of Excellence on matters concerning immigration, visa applications/ renewals, international assignments and other global mobility matters.
HR Metrics & Reporting:
- Assist with analysis of HR-related metrics and reports for segment leadership.
Leadership and Management:
- Management of UK HR advisors as their work relates to the EMEA offices.
- Build team capability, irrespective of direct line management.
- Work with UK Payroll in the preparation and authorisation of payroll across EMEA.
- Ensure client questions and requests are addressed and responded to in a timely and accurate manner.
- Work with the local and global shared service centre to ensure administrative matters are dealt with efficiently and effectively.
- Oversee the timely and accurate processing of all HR operations such as contracts and offer letters, salary increases, bonus payments, leaver process, complex global mobility arrangements etc
- Work with the global shared service centre to effect a smooth transition of key processes such as onboarding, leavers and job data changes in each of the EMEA offices to the service centre
- Proactively identify opportunities for the continued development and improvement of the HR function in EMEA
Education and Qualifications
- Bachelor’s degree or equivalent
- Formal HR qualification in relevant jurisdiction
Skills and Competencies
The job requires the successful individual to meet the following criteria:
- The ability to understand business strategy/aims/goals and to be able to recommend approaches that support the strategy, challenging the status quo where necessary
- Strong influencing skills and with the gravitas to command professional respect at all levels
- A true commercial and pragmatic hands-on approach
- The ability to connect and engage with people at all levels of the business
- The passion to drive through the people strategy
- Confident, calm and credible with excellent communication and building relationship skills
- Effective leadership and management skills
- Highly effective interpersonal skills and a cooperative manner with employees and Partners at all levels
- Be able to demonstrate, promote and articulate the highest levels of integrity and appreciation of the importance of ethics and compliance
- Excellent verbal and written communication skills, including advanced business writing ability
- Exceptional eye for detail and organisational skills with ability to manage multiple tasks simultaneously
- Excellent presentation skills
- Problem-solving ability
- Strong research and analytical skills
- Proficiency in use of Microsoft Office applications, including Excel, Powerpoint and Word
- Experience in Peoplesoft, Taleo and Success Factors a distinct advantage
- Ability to travel as required
- Extensive HR generalist experience in a HR Manager or Business Partner role, ideally within a complex and fast paced environment, working across varied practice areas and EMEA regions. Professional Services experience preferred.
- Excellent employment law knowledge and exposure to complex employee relations issues for the EMEA region – including performance management, redundancies, change programmes and TUPE; strong understanding of legal implications and the ability to plan and deliver accordingly
- Experience of working with a Shared Service Centre is desirable
- Proven track record of adding value to a fast paced environment
- Demonstrated ability to work as a team member