HR Business Partner

Taylor James Resourcing; London; On-site; GBP 50,000 - 70,000; Full time

Job summary

A leading financial services organization is seeking an HR Business Partner to support their City operation. This role involves developing HR strategies, ensuring compliance, and coaching managers to enhance team performance in a dynamic working environment. The position is ideal for someone with strong HR knowledge looking to drive growth and employee engagement.

Qualifications

• Demonstrated experience in HR roles, ideally as a Business Partner.
• Strong understanding of HR policies and best practices.
• Ability to drive culture and engagement initiatives.

Responsibilities

• Develop and implement HR & Culture strategy aligned with business priorities.
• Oversee HR policy compliance and provide guidance to managers.
• Lead recruitment strategies and coach leaders on HR best practices.

Skills

Problem-Solving

Coaching

Employee Engagement

Data Analysis

Job description

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Revised Job Description:

HR Business Partner

Location: London
Salary: c£60,000
Type: Permanent

This well-established but rapidly expanding financial services organisation has an excellent reputation and a dynamic, team-oriented working environment. Due to continued growth, they are seeking an HR Business Partner to join their City operation, working alongside the Head of HR.

Responsibilities:

1. Assist in developing and implementing an HR & Culture strategy aligned with business priorities and Group strategy.
2. Oversee advice, guidance, and support to line managers on HR policies including performance, disciplinary, sickness, grievance, appraisal, recruitment, and change management, ensuring compliance with legislation and best practices.
3. Develop and lead recruitment strategies, ensuring adherence to company values and best practices.
4. Implement external HR best practices within the Group.
5. Apply problem-solving skills to understand issues and deliver credible solutions.
6. Utilize workforce data to identify trends in performance, turnover, absenteeism, and vacancy rates, raising awareness among line managers.
7. Identify priorities and proactively resolve issues.
8. Support operational priorities related to HR metrics such as absenteeism, costs, and performance.
9. Identify learning and development opportunities; contribute to designing and delivering training on key HR policies.
10. Coach leaders on HR policies and best practices, building trusted relationships and mentoring line managers.
11. Support integration and implementation of TUPE and acquisition activities across business areas.
12. Drive employee engagement through change management initiatives and feedback mechanisms.
13. Lead or support ad-hoc projects such as restructuring, redundancy programs, and TUPE transfers.