Senior Manager, Global Practice Groups - Global Transactions presso Freshfields

Function Overview

The HR function partners with all areas of the business to deliver against our core strategic priorities of providing a culture we care about; outstanding career development; an inclusive working environment; and a rewarding deal for all. We promote a culture of continuous improvement and embrace innovative ways of working to ensure we keep pace and remain competitive within the rapidly evolving market we operate within.

HR Business Partnering creates value for the firm by attracting and developing the best talent, building a culture of high achievement, and delivering excellent HR processes. Supporting over 2800 lawyers, working in 150+ countries across 5 different Practice Groups – Antitrust, Competition & trade, Dispute Resolution, Global Transactions, People & Reward and Tax.

This role will partner with our largest Practice Group, Global Transactions.

The purpose of this role is to develop and lead the people strategy for Global Transactions and associated business services teams within London. The senior HR Business Partner (SHRBP) will provide the full range of HR generalist support from both a strategic and operational perspective.  The SHRBP will work closely with partners and people managers, acting as a trusted advisor to ensure that the people agenda is reflected in all business decisions. They will also work closely with colleagues in the wider HR team.  The SHRBP will provide coaching and mentoring to the HRBP, for whom they have line management responsibility, and the HR advisor ensuring consistently high standards of HR service delivery for their stakeholders. 

Key responsibilities and deliverables

HR strategy and solutions 

• Collaborate with the aligned client group stakeholders and understand the key business objectives in order to develop and deliver a comprehensive people strategy. 

• Proactively monitor business performance and initiate discussions with client groups about the relevant recommended HR action when necessary. 

• Actively participate in client group management meetings; advise, challenge and support the client group partners and leaders on HR matters.  

• Develop and sustain strong business relationships within client groups to become a trusted advisor on all HR related issues.

• Actively champion the embedding of Workday across the employee lifecycle. 

Business improvement  

• Collaborate with HR colleagues on developing and delivering on various local and global HR initiatives.  

• Work with the HR generalist team, partners and line managers, to implement business improvement, HR policies and processes within client groups. 

• Promote the HR operating model and encourage increased usage and efficient, effective ways of working.  

• Challenge partners and leaders within client groups on the culture, values and working practices within their teams and lead any change processes that are required as a result. 

Talent management and development  

• Drive the identification and development of key talent within client groups to enable individuals to meet their potential and the departments to meet their business objectives. 

• Lead and support designated client group partners and leaders with talent management and succession planning. 

• Work with the talent COE, in the design, co-ordination and facilitation of development activities as needed within client groups. 

Engagement and communication  

• Work with the partners and line managers to support communication, initiatives and processes to improve employee engagement relating to employee feedback. 

• Develop positive and effective working relationships with HR operations and HR centres of expertise (such as talent, reward, diversity, inclusion and wellbeing) to deliver a seamless HR service to the business. 

Performance and reward 

• Lead the overall management of the appraisal and remuneration processes for client groups. 

• Coach partners and line managers to increase performance management capability. 

• Drive the development of a culture of continuous feedback and recognition within client groups. 

Employee relations  

• Act as an escalation point to manage complex and contentious performance, grievance and disciplinary issues in collaboration with employee relations. 

• Keep fully up to date with all developments in terms of employment legislation and employee relations issues and utilise this technical knowledge to provide advice and guidance to partners and line managers. 

HR transactions 

• Oversee the delivery of HR lifecycle transactions including on boarding, movers, leavers, maternity and other leave, flexible working requests etc. 

Key requirements

Key attributes will include:

• Actively explore new ideas and push boundaries; display comfort with risks and has confidence that possibilities are endless

• Thrive in a collaborative environment and prioritise relationships with colleagues to ensure successful deployment of talent solutions throughout the business

• Passionate, challenge yourself to constantly improve, and share your knowledge to empower others

• A global perspective and a good understanding of the various cultural differences that exist

• Able to demonstrate the ability to work effectively with diverse workforce and provide leadership in organisational transformation

• Strong work ethic: a high energy, highly motivated, team player and leader

• Well-reasoned, logical, and concise communication style, capable of persuading a highly intellectual client base

• Excellent organisational skills and attention to detail, with the ability to work under pressure to meet deadlines with a flexible and professional approach

• Strong communication and presentation skills with the ability to independently chair meetings/forums and engage senior stakeholders

• Set standards of performance, appraises, evaluates and feeds back effectively, imparting difficult messages courageously and frankly, whilst respecting the collegiate nature of a legal partnership

• Thoughtful, tactful, consultative, and diplomatic, but nevertheless action orientated

• Consultative, with a willingness to listen and ability to communicate effectively on an empathetic but practical level, gaining early buy-in and enthusiasm for ideas and future plans

• A pragmatic modus operandi firmly rooted in the commercial realities of the modern law firm and of the firm’s business objectives

• Natural networking and relationship-building skills, able to work effectively in the people-sensitive environment of a partnership

• An international perspective and a good understanding of the various cultural differences that exist

• Creativity: avoiding being reactive or hidebound by norms, whilst considering the political nuances of a partnership

• A high level of personal integrity and confidentiality

Essential

• Qualification in Business or People Management (such as MBA, CIPD, CHRO)

• An experienced HR leader who has gained significant exposure to “best practice” HR methodologies

• A considerable number of years HR experience in an international organisation in a senior HR leadership position where HR is a respected business partner, contributing on a consultative and participative basis to business success and introducing and embedding best practice

• A strong HR generalist with exposure to organisational and leadership development, succession planning, performance management, compensation & benefits and experience managing sensitive people related matters

• Relevant transformation experience in managing organisational / people change

• Excellent interpersonal skills with a track record of effectiveness as a people leader, team player and project leader who gets results

• Flexibility and ability to adapt to and drive results under changing conditions

• Experience influencing and building credibility with stakeholders across all levels

• Capacity to effectively initiate relationships and build rapport with senior leadership

• Excellent with written and oral communication, including persuasive negotiation skills

Inclusion

Freshfields is an equal opportunities employer and all applications received by the firm will be considered by the firm on the basis of their merit alone and we welcome applications from all suitably qualified individuals regardless of background. All offers of employment will be conditional on the candidate having/securing the right to work in the UK and providing the firm with evidence of that right (as required by the Immigration, Asylum and Nationality Act 2006) prior to employment commencing.

Freshfields is a Ban the Box employer. We ask applicants to disclose criminal convictions only when a conditional job offer is made. A conviction does not automatically lead to withdrawal of the offer: we make decisions on a case by case basis and take a number of factors into account (eg the role you are applying for and the circumstances of the offence). You would have the opportunity to discuss the matter with us before we make a decision.