Location: London
Other locations: Primary Location Only
Date: 10 Sep 2024
Requisition ID: 1533365
Role title: Talent Consultant (L3) – HR Business Partner – permanent, full-time role
Role purpose and accountabilities: The Service Line (SL) Talent Consultant is a trusted advisor to the business and supports the Strategic Talent Consultant (STC) and Strategic Talent Leader (STL) in partnering a Service Line across UK&I and UK FS, ensuring the best people solutions are delivered to meet the strategic imperatives of the business and provide commercial people-related advice and guidance to leadership and management. Hybrid – regular travel to our More London place office, most weeks two days per week but during certain periods 4 days per week. Service Line for this role is Tax & Law.
Reporting line: UK&I SL STC/ (Dotted line into SL STL)
Key Responsibilities:
- Support the SL STCs to partner with stakeholders to deliver the wider Talent strategy especially in relation to talent management, leadership development, managing change, performance management, and organisational design.
- Support the SL STCs in delivering a strategic partnering service to UKI service lines.
- Contribute to the formulation of Tax & Law Talent Strategy linked to Business Strategy.
- Support the deployment of Tax & Law Talent strategy with SLs especially in relation to talent management, leadership development, managing change, performance management, and organisational design.
- Takes an overview of the Talent service being delivered by the wider Talent team for the SL(s) and seeks areas for improvement.
- Supports the creation of strategic talent plans (annually) - working with SLs at the start of each Financial/Planning year to map out their Talent needs including projects and initiatives.
- Support on the delivery of Talent Reviews and Pathways to Partner/Succession planning as required and liaise with the HR Ops COE as necessary.
- Work with STCs to analyse and action a plan of engagement strategy actions arising from the results of listening tools, e.g., EYPP and Culture Survey.
- Anticipates issues and needs within the SL and address these effectively providing a first-class client service to management.
- Leads with and adds insights to data and comes up with ideas/solutions to potential and emerging problems.
- Ensure that all necessary activity relating to LEAD cyclical activity, year-end, and pay planning are delivered in the most professional and effective manner ensuring consistency across the region.
- Evaluate requests and initiatives from the SL before deciding an appropriate response. Challenge and influence the business to ensure the most appropriate course of action.
- Provide insight on People issues, providing a robust point of view on business decisions and their impact upon people.
- Acts as a trusted advisor to the business by building and maintaining influential relationships. Working closely with leaders and managers to co-develop solutions to meet their business needs, shifting thinking and embedding change where necessary.
- Supports our drive to be an inclusive employer valuing diversity and difference.
- Works collaboratively with colleagues in Talent to shape and deliver a positive employee experience.
Relationship management:
- Support the SL STCs with developing and maintaining strong relationships across the SL Partner group.
- Partner with SL senior leadership team and Level 4 Directors, Senior Managers, and Managers.
- Experience of analysing data and providing insights to Talent colleagues and the business.
- Team closely with HR Operations Centre of Excellence (HR Ops COE) to deliver on daily requirements and ad hoc projects and initiatives.
Skills:
- Proven analytic skills with the ability to interpret data and provide insights.
- Experience of project management and relevant tools desirable.
- Proven strong Employee Relations experience of complex disciplinary, grievance, and performance management activities.
- Current knowledge of Diversity and Inclusiveness practices and thought leadership.
- Experience of making a contribution to business decision-making, strategic planning discussions, and operational planning events.
- Proven ability to influence at all levels in the organisation, preferably in a professional services environment.
- Resilient, practical, and a self-starter; comfortable with working on own and in teams.
- Demonstrates ability to coach and advise partners/directors/senior managers.
- Possesses leading-edge knowledge of contemporary HR practices.
Experiences:
- Requires an experienced HR Manager with a proven track record of working in a complex matrix environment.
- Professionally qualified. A post-graduate qualification in a Business or Human Resource discipline is desirable.
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