Who we're looking for We are looking for an established HR Advisor to join our HR Generalist team, this is a London based role. You will proactively support the operation of the business by providing an effective and professional HR service covering the full generalist remit across a dedicated client base. You will ensure that high standards are adopted within all elements of HR, by being an initial point of contact for managers and employees within the dedicated client base, developing key stakeholder relationships. The role is advisory and coaching-focussed, and will involve advising on internal policies and best practice.
About Schroders We're a global investment manager. We help institutions, intermediaries and individuals around the world invest money to meet their goals, fulfil their ambitions, and prepare for the future.
We have around 5,000 people on six continents. And we've been around for over 200 years, but keep adapting as society and technology changes. What doesn't change is our commitment to helping our clients, and society, prosper.
The base We moved into our new HQ in the City of London in 2018. We're close to our clients, in the heart of the UK's financial centre. And we have everything we need to work flexibly.
The team Being part of a broader HR Generalist team you will work collaboratively with your HR colleagues and the wider HR teams to ensure a smooth service delivery to our internal clients,
You will be reporting to and work closely with the HR Business Partner for the dedicated Client group, to provide a service of excellence to the business and be able to advise on the following HR matters as part of the employee life cycle:
Change management and organisational development;
Employment law; ensuring our internal policies are aligned
Employee relations (whole life cycle); disciplinary and grievance processes, absence management
Management reporting and analysis as per business requests, such as attendance, turnover, diversity, key hires/leavers; working with Finance to ensure alliance with budget.
Performance management - guiding and supporting managers and employees on the performance management process from managing performance to capability cases
Learning and development - working in collaboration with the L&D team to advise on and promote our learning offering;
Reward and recognition, McLagan, market intelligence, contextual information, and
Talent management and succession planning - supporting the business and HR Business Partner with the talent review process.
Key Responsibilities of the role: Relationship Management
You will develop strong relationships across the client base as well as across the broader HR team and are able to interact at all levels within the organisation;
Take primary responsibility for discrete client groups within the business, taking ownership for the relationships within these areas;
You will work in partnership with line managers advising on all HR matters i.e. performance management, employee relations, resourcing and employee management/development;
Help to drive organisational performance by understanding core business objectives and providing proactive HR support;
Support and advise on organisation design changes, and have the ability to articulate the value, steps, risks and expected results of the changes
Resourcing & Development
Work with the business and in collaboration with the recruitment team on recruitment processes, advising on best practice and firm initiatives;
Develop strong relationships with the resourcing team and compensation specialists in order to deliver a joined up service to the business;
Support the business and works in collaboration with the Early Careers team for the annual graduate recruitment, intern and trainee programmes in partnership with the Early Careers team;
Support the HR Business Partner on the talent and succession planning process, and;
Coach employees and line managers on best practice when setting goals and providing feedback, and conducting quality performance appraisals/employee check-ins, as well as the creation of personal development plans.
Coach line managers, driving through change and effective delivery of the people agenda;
Provide HR support for business changes e.g. restructuring activity, cost reduction, redundancy and redeployment processes and organisational design change;
Own and manage grievance, disciplinary/capability investigations and hearings, have a clear understanding and be able to communicate the associated risks and providing credible options for resolution of disputes, taking the company's risk profile into account;
Perform work independently, effectively managing Flexible Working Requests, providing credible options to Line Mangers and Employees in a timely manner;
Work closely with the HR Assistant and HR colleagues across the business to monitor, review and update all policies and processes in line with current legislation and best practice. Discuss ideas for process and policy improvements ;
Ensure HR matters are handled fairly and consistently within scope of established legislation, guidelines and practices;
Take ownership for keeping employment law knowledge up to date, including best practice and trends across the industry; Liaise as required with our internal Employment Lawyer.
Conduct thorough exit interviews and follow up with any appropriate actions as required; and;
Partner with Compliance and the HR Operations team to ensure all regulatory matters are effectively managed.
Support the HR Business Partners and client groups in the Year End Compensation review in line with the Company approach. To include, reviewing compensation proposals and statements as part of the general checking process. Ensuring bonus pool populations are updated regularly following internal transfers and new joiners captured; Partner closely with the Compensation team on all aspects of compensation operations throughout the year, including any follow ups after the Compensation review process has been completed;
Manage the annual McLagan matching activity; liaising with the business to review the accurate levelling of roles and advising managers on the process. Ensuring new joiners are effectively captured;
Identify opportunities for process improvements;
Work with the HR data team and Finance partner to collate meaningful management information on a regular basis for your client group;
Develop an understanding of current FCA requirements and regulatory issues;
Manage ad hoc compensation queries, such as out of cycle salary increases and can challenge the business when appropriate, and;
Work closely with the HR Business Partner and global mobility partner on international assignments, and remote working abroad requests in line with Company policy, including identifying opportunities to promote global mobility where appropriate.
The knowledge, experience and qualifications we're looking for
Highly articulate with excellent written and verbal communication skills, with the ability to tailor messages to different audiences
Strong analytical skills and the proven ability to develop commercially focussed solutions
Strong influencing skills, and the ability to adapt style to different audiences
Strong time management skills, with the ability to prioritise and multi-task
Excellent accuracy and attention to detail
Proficient in Microsoft Office suite and HR information systems
Excellent understanding of English Employment Law and evidence of practical application
What you'll be like
Resilient, approachable and confident
Able to build credibility and rapport quickly
Easily able to build strong relationships with key stakeholders
Enthusiastic and pro-active
High personal integrity and lead by example
Able to create a climate of trust, openness and respect and is able to relate well to others.
A persuasive team player
Pragmatic and output focussed
Self motivated and driven
We're looking for the best, whoever they are Schroders is an equal opportunities employer. You're welcome here whatever your socio-economic background, race, sex, gender identity, sexual orientation, religious belief, age or disability.