HR Business Partner, Perth

3 months ago

Perth, Australia Clifford Chance Full time

Job Description

**The Role**

You will partner with the Senior HR Business Partner and relevant key stakeholders to deliver people priorities aligned to the firm's People and Talent Strategy.

**Who you will work with**

You will work closely with the Senior HR Business Partner, as well as other members of the wider HR team to deliver high impact, highly efficient people priorities and processes. You will build trusted advisor relationships with key stakeholders.

**What you will be responsible for**

You will build trusted advisor relationships with key stakeholders to deliver the priorities aligned to the firm's People and Talent Strategy. You will also have regional responsibility for some of the Business Professional areas.

**What you will do**

The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities.

**People and Talent Strategy**
- Be the key HR contact in the Perth office.
- Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior HR Business Partners and key stakeholders on key talent processes (e.g. compensation).
- Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues.
- Work with the Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.

**Organisation Design**
- Work with the Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.

**Employee Relations**
- Be a trusted advisor to key stakeholders on low-risk employee relations issues and identify early interventions.
- Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
- Respond to queries and provide guidance in line with our policies and procedures.
- Support Business Professional staff and Lawyers prior to and on return from their parental leave.
- Provide guidance and support in relation to ER issues for Business Professional staff (up to Executive Manager level career band) and mid-senior level Lawyers as appropriate.

**Financial Management, Risk, Data and Analytics**
- Work with the Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
- work with the Senior HR Business Partner to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, inclusion focus groups, etc to give a broader perspective and insight on inclusion and wellbeing across the Practice Area/Business Function.

**Talent Management**
- Assist the Senior HR Business Partner to deliver talent pipeline reviews identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
- Support key stakeholders through the 3 Conversations framework and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy.

**Career Development**
- Assist Senior HR Business Partner to identify development needs of managers and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

**Compensation**
- Work with Senior HR Business Partner and Reward CoE, to execute the year end compensation processes.

**Talent Acquisition**
- Liaise with key stakeholders to understand the business case for recruitment and oversee and input (where required) into the recruitment approval process including data to support.
- Take lead on the review of job descriptions and role mapping, taking inputs from Reward CoE as necessary.
- Meet all new lateral joiners in Business Professionals and mid-senior level Lawyers, within 2 weeks of joining, and then again at the end of their first 100 day to deliver the new joiner induction.

**Exit Management**
- Conduct exit interviews (where appropriate) using exit themes to highlight key issues key stakeholders that will drive change to attract, retain and motivate talent.
- Identify and escalate any ER related issues to the Senior HR Business Partner and APAC Director of HR.

**Inclusion**
- Embed the inclusion objectives and action plans for business, in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.
- Proactively build knowledge and understanding of the key inclusion pillars and strategy in order to speak confidently and competently.

**Wellbeing and People Experience**
- Embed the wellbeing and people experience objectives and action plans for business.

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