HR Business Partner, Sydney

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 be responsible for the Early Careers Program in the Australian offices. This includes aligning with regional and global practices while delivering a robust program that attracts and retains the brightest and diverse talent.

You will build trusted advisor relationships with key stakeholders to deliver the priorities aligned to the firm's People and Talent Strategy.

**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.

**Early Careers**
- With oversight from the Senior HR Business Partner manage the end-to-end graduate recruitment process for the Australian offices, including clerkships, university liaison, marketing budget and event management.
- With oversight from the Senior HR Business Partner manage the early careers program for Clifford Chance Australia. This includes but is not limited to, attraction and retention; training and development; employee relations; graduate secondments, other graduate related matters; etc.
- With guidance and direction from Senior HR Business Partner, act as a trusted advisor to key stakeholders on graduate issues and identify early interventions.
- Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.

**People and Talent Strategy**
- 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 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 Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.

**Employee Relations**
- With guidance and direction from Senior HR Business Partner, 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 (up to Executive Manager level career band) and mid-senior level 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.

**Financial Management, Risk, Data and Analytics**
- Work with Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
- Assist 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 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.
- With guidance and direction from Senior HR Business Partner. Support key stakeholders through the 3 Conversations framework and positively challenge them in order 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 Partners 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 ap