HR Jobs

Acts as a HR business partner providing commercial and proactive HR advice to the business and helping to execute on the practice's people management strategies.

Reports into

Head of HR - London

Main Duties

1. Resourcing - in conjunction with the line managers and the Recruitment Adviser ensure resourcing needs are fulfilled with the best talent utilising creative and cost effective recruitment methodologies and maximising the power of the NRG brand.

2. On boarding - ensure there is regular contact with new recruits from when they accept the offer to join NRG to their first day providing information as required to facilitate an effective transition into their new role and into NRG.

3. Induction - ensure all new recruits have a full and thorough induction and regular contact is maintained with them to check they are settling in as expected.

4. Performance Management - work with line managers to understand the capabilities of the staff in the business areas covered and develop strategies for managing performance. Ensure appraisals are conducted properly and on time.

5. Remuneration - keep up to date with market intelligence on salaries and remuneration for the business areas covered and ensure that our remuneration remains competitive. Play key role in annual salary review exercise (May review, fee earner bonuses etc).

6. Development and culture - working with L&D colleagues to ensure the key people managing the business areas covered have the right skills, experience and knowledge to manage people effectively and to help and support them when gaps are identified. Facilitate and deliver on L&D programmes as and when required.

7. Management information - regularly analyse management information (e.g. turnover data, exit interview data, Survey data etc) to make recommendations to the business areas covered to deal with trends that show there are issues or problems.

8. Employee relations - possess a strong knowledge of employment law and apply this to ensure the effective resolution of employee relations issues (e.g. grievances, disciplinaries, appeals, compromise agreements etc).

9. Diversity & Inclusion - work with relevant HR colleagues to ensure D&I principles are embedded in the cultures of the business areas covered and assist in applying any agreed programmes and initiatives (e.g. 'Talent in the Pipeline').

10. Change Management - work with line managers to ensure the structure of the business areas is appropriate and meets the practice's commercial needs. Where necessary advise on re-organisations, restructuring, redundancies and transfers.

11. Policy/project development - take the lead on specific HR policies/projects and deliver on them to agreed quality and time requirements.

12. Management - joint responsibility for the management and development of the HR Advisor ensuring all the tasks they are responsible for (e.g. secondments, maternity etc) are carried out to the required standard and expertise and experience is shared with them to encourage a nurturing/learning environment. Act as role model for other members of the HR team.

If you are interested in the above vacancy or wish to discuss any other opportunities please contact Sarah Chu on email sarah.chu@steinerrecruitment.co.uk