Senior HR Manager

Watson Farley & Williams; Greater London; Hybrid; GBP 70,000 - 110,000; Full time

Job summary

Watson Farley & Williams in London is seeking a Senior HR Manager to act as a strategic business partner to partners, practice group heads and business function leaders, delivering proactive people solutions that support the firm’s commercial objectives and growth.

The role blends operational HR with strategic project work, leading organisational change, workforce planning and leadership capability across the London office, with deputy duties to the Head of HR when required, and a focus on

Qualifications

• Significant senior HR Business Partnering experience in professional services.
• Experience influencing senior stakeholders.
• Proven experience leading complex organisational change programmes.
• Data-driven decision making using workforce analytics.
• Experience managing sensitive, complex and high-risk employee relations matters.

Responsibilities

• Strategic HR leadership aligned to firm objectives.
• Advise senior partners on leadership and workforce risks.
• Oversee London HR operations and policy.
• Lead talent reviews, succession planning and development.
• Manage complex employee relations matters.
• Coach managers on performance and leadership.

Skills

Senior HRBP

Stakeholder management

Change programmes

Data analytics

People leadership

Strategic thinking

Commercial awareness

Collaborative

Resilient

Job description

Watson Farley & Williams (WFW) is a sector-focused international law firm with extensive expertise and industry insight across its core sectors of energy, infrastructure and transport. Through its network of 19 offices, the firm advises clients on complex, high-value transactions and disputes - matters requiring precise legal execution and a nuanced understanding of global market dynamics.

The firm’s success is driven by its people. It fosters a collaborative, inclusive and supportive environment where everyone can grow, share ideas and make an impact. Guided by its values –We are experts, We are united and We care – the firm delivers exceptional service through strong relationships and teamwork. The firm is committed to clear career paths, championing diversity and investing in its people so they can thrive.

Role overview

Supporting the Head of HR for London, the Senior HR Manager will act as a strategic business partner and senior trusted adviser to partners, practice group heads and business function leaders, delivering proactive people solutions that support the firm's commercial objectives, talent strategy and long-term growth.

The role serves as a deputy to the Head of HR where required and has significant responsibility for leading strategic people initiatives, organisational change, workforce planning and leadership capability across the London office.

This role blends operational HR with strategic project work ensuring HR initiatives support the delivery of exceptional client service and the growth of our legal talent.

Key activities/responsibilities

Strategic HR Leadership

• Lead the delivery of key components of the London people strategy aligned to firm-wide objectives.
• Act as a trusted strategic adviser to senior partners and business leaders on organisational effectiveness, leadership challenges and workforce risks.
• Deputise for the Head of HR when required.
• Influence decision-making through data-led insights and commercial HR recommendations.
• Drive a culture of accountability, inclusion and high performance.

Leadership & Team Management

• Lead, coach and develop members of the HR team, building capability and ensuring consistently high standards of service delivery.
• Mentor more junior HR colleagues and act as a subject-matter expert on complex people matters.
• Provide professional HR guidance to partners, practice group heads and business function leaders across all people matters
• Build strong relationships across legal and business function teams understanding business needs and delivering tailored HR solutions
• Coach managers on performance management, leadership, and employee relations
• Lead by example in role modelling behaviours that demonstrate our values
• Manage and develop junior members of the HR team (two Senior Advisers, an HR Coordinator and HR Administrator)

Employee Relations

• Lead and oversee the firm's most complex and high-risk employee relations matters, including performance management, grievance, disciplinary, investigations, restructures and exits
• Manage legal and reputational employment risks.
• Liaise with internal legal counsel where appropriate.
• Provide coaching and challenge to partners and senior managers to ensure robust decision making.
• Develop proactive strategies to mitigate employee relations trends and organisational risk.

Talent, Performance & Development

• Lead the firm's talent management framework, ensuring robust performance, succession and development processes.
• Facilitate talent reviews and succession planning discussions.
• Partner with leadership to identify future critical capability requirements.
• Drive programmes supporting the development and retention of key talent.
• Use talent metrics to inform workforce planning decisions.
• Oversee annual performance review processes and support partners/managers with talent discussions.

Recruitment & Resourcing

• Lead strategic workforce planning across designated client groups, ensuring headcount and organisational structures support business objectives.
• Influence long-term resourcing decisions.
• Partner with leaders on team structures and role effectiveness.
• Partner with the resourcing team to ensure effective recruitment of fee-earners and business function roles

HR Operations & Policy

• Manage a 'right first time' high quality HR operations function across the breadth of the employee lifecycle ensuring high quality and consistent service satisfaction.
• Maintain and update HR policies to reflect employment law, SRA requirements, and best practice.
• Develop and present meaningful people analytics, trends and strategic insights to senior stakeholders.
• Identify trends relating to retention, engagement, performance and diversity.
• Lead policy development and governance activities.

Diversity, Equity & Inclusion

• Support the firm’s DEI strategy, helping drive initiatives that foster a diverse and inclusive workplace.
• Act as a visible champion of diversity, equity and inclusion.

Projects & Change

• Lead and contribute to people-related projects and organisational change initiatives across London.
• Support organisational change including restructures, role design, and communications.
• Influence stakeholders through periods of organisational change.

Skills and experience – desired

• Significant senior HR Business Partnering or HR Management experience within a professional services, legal or partnership environment.
• Demonstrable experience influencing senior stakeholders, including partners.
• Proven experience leading complex organisational change programmes.
• Strong commercial acumen with an ability to align people strategy to firm objectives.
• Experience using data and workforce analytics to influence decision making.
• Track record of leading and developing HR professionals.
• Experience managing sensitive, complex and high-risk employee relations matters.

Personal skills/attributes

• Strategic thinker with strong commercial awareness.
• Highly credible with the confidence to challenge and influence senior leaders.
• Resilient and adaptable in a fast-paced environment.
• Strong leadership presence with the ability to build trust quickly.
• Naturally collaborative with excellent stakeholder management skills.
• Able to balance strategic priorities with operational delivery.

We offer a competitive benefits and wellbeing package for all employees.

Additional information

The Firm promotes a culture of agility and flexibility and is fully supportive of flexible working arrangements where these can be accommodated.

Diversity and inclusion are integral to the firm’s strategy and underpin its efforts to attract and retain top talent. All employment decisions are made objectively, based on merit and ability and the firm is committed to inclusive and barrier-free recruitment. As a Disability Confident employer, WFW welcomes adjustments for candidates with disabilities or long-term health conditions and participates in the Disability Confident interview scheme. If you would like to apply through this scheme or require adjustments during any stage of the process,