Administrator

Clifford Chance; City of Westminster; On-site; GBP 60,000 - 80,000; Full time

Job summary

A leading international law firm located in the City of Westminster is seeking a Senior HR Business Partner to oversee all HR activities related to trainee lawyers. This role involves managing recruitment processes, performance management, and supporting diverse cohorts. Candidates should have strong HR experience, excellent relationship-building skills, and relevant formal qualifications. The firm values inclusion and provides a collaborative work environment, striving for innovative talent management strategies.

Qualifications

• Significant experience in HR, specifically with early talent programs.
• Ability to manage performance management processes.
• Experience in building relationships with senior stakeholders.

Responsibilities

• Oversee day-to-day HR activities for trainee lawyers.
• Manage recruitment and allocation processes for trainees.
• Support and mentor trainee cohorts.

Skills

Relationship management

HR best practices

Communication skills

Analytical skills

Commercial awareness

Team collaboration

Employee relations expertise

Education

Formal HR qualifications (CIPD or equivalent)

Job description

Senior HR Business Partner - GFM – Trainee Services

You will work closely with the Senior HR Business Partner – GFM to ensure a best‑in‑class service is delivered to the Trainees and key stakeholders throughout the entire lifecycle of the Training Contract.

What you will be responsible for: You will oversee and manage all aspects of HR related people activities on a day‑to‑day basis, with regard to the firm's Trainee Lawyer population. Duties include, but are not exclusive to:

• Recruitment and Resourcing – works closely with the Trainee Partners, Resource Managers and HR Business Partnering team to identify trainee resource needs; oversees the seat allocation process; works with the Early Talent Acquisition team to develop the appropriate resourcing strategy; monitors trainee utilisation levels.
• Cohort Lead – provides support and is the primary contact for SQE and allocated trainee cohorts; undertakes 1‑2‑1s with trainees to discuss performance, development, seat and qualification preferences.
• Team Oversight – has day‑to‑day management and oversight of all key process and cyclical activity; acts as an escalation point for the Early Talent Development team.
• Secondments – works closely with partners, HRBPs and the Global Mobility team to ensure client and international secondments are processed in accordance with policy.
• Performance Management – is responsible for the successful running of the appraisal and feedback processes for trainees; works closely with supervisors and partners to define and address overall performance issues.
• Development and Training – has oversight of the suite of pre‑training contract presentations; liaises with Education Managers on practice area induction and group training; manages and delivers supervisor training interventions and resources; works with the Academy team to drive relevant learning and development initiatives; provides development and coaching support.
• Projects – maintains awareness of specific practice area and firm‑wide business strategy; supports and leads the development and implementation of early talent projects.
• Supplier Management – manages relationships with the chosen education provider and key supplier relationships including contract and service renewal and delivery of key projects.
• Budgets & Headcount Management – supports the Senior HR Business Partner – GFM with budgeting and headcount planning processes.
• Inclusion and Diversity – works with partners and HR teams on goals to increase inclusion and the retention and promotion of underrepresented groups.
• Employee Relations – works closely with the Employee Relations team and HRBPs to advise on employee relations issues; ensures communication and implementation of employee relations policies; undertakes exit interviews and surveys; provides guidance on employment proposition and practices.

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Qualifications and Experience

• Relevant experience in HR, ideally as an Early Talent Development Manager or HR Business Partner.
• Proven experience managing early talent programs, including development and performance management processes.
• Experience building strong relationships with senior stakeholders and acting as a trusted advisor on talent‑related issues.
• Experience from a large and complex organisation (legal or professional services) with an understanding of a Partnership Culture.
• Strong intellectual and analytical skills with the flexibility to manage detail and think conceptually and creatively.
• Flexible and effective communication skills; ability to influence and form good relationships at all levels.
• Ability to present and engage with audiences of different sizes and levels of seniority with confidence.
• Attention to detail and ability to handle a varied and dynamic workload.
• A high level of confidentiality and the ability to deal with conflict situations and handle sensitive issues.
• Commercial awareness and a reputation for excellent client service.
• Collaborative working style.
• Broad knowledge of HR best practice; employee relations expertise an advantage.
• Formal HR qualifications or equivalent experience (e.g., CIPD, coaching, mediation). The role follows a balanced hybrid working approach, with a minimum of 50% office presence if business needs allow.

Company Information

We are one of the largest international law firms in the world, with over 30 offices across the globe. We strive to exceed the expectations of our clients, providing them with the highest‑quality advice and legal insight, which combines the firm’s global standards with in‑depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective and believe every career should be rewarding and stimulating – full of opportunities to learn, thrive, and grow. We are proud of an inclusive, friendly, and team‑based approach to work. Our legal team operates across commercial and industrial sectors, financial investor community, governments, regulators, trade bodies, and not‑for‑profit organisations.

Equality, Diversity and Inclusion

At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team, their families, the firm and society. We are committed to treating all employees and applicants fairly and equally regardless of gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation or age. This applies to recruitment and selection, terms and conditions of employment, including pay, promotion, training, transfer and every other aspect of employment.

We have a variety of flourishing employee networks that provide a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement. Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.