HR Business Partner

at  Shoosmiths

Shoosmiths is the law firm clients choose for excellent service, incisive thinking and above all for our ability to focus on what matters. From offices across the UK and Brussels, we support some of the world’s most exciting and ambitious businesses; amazing clients making an impact. We empower our people to be their authentic selves and deliver together in supportive teams committed to excellence and innovation. The first top 50 law firm to achieve ‘Platinum Standard’ Investors in People, our values and culture are not just words on our website but are the heartbeat of the firm.
We have an outstanding benefits package to complement our competitive remuneration system. In addition to the competitive salaries, great working environment and high-quality work, we believe that all staff should be rewarded for their commitment to the continued success of the firm through a comprehensive and flexible range of benefits.
To discover more about our benefits, please visit: Benefits Package.
The team
This role sits within HR Advisory, one of the core teams within the People Directorate. The team comprises HR Business Partners, HR Advisors and an Employee Relations specialist and is headed up by our Head of HR. Many within the team undertake responsibility for a business unit and / or location.
The HR Advisory team works alongside specialist people teams covering Performance & Talent Development, Talent Acquisition, HR Benefits, Reward and Operations, and DEI and Corporate Responsibility. We play a pivotal role in the effective operation of the firm where we are strategic partners to the business who put people and society at the heart of what we do.
The role
As an HR Business Partner, you will play a critical role in aligning HR strategies with business objectives and driving organisational effectiveness. You will serve as a trusted advisor to both employees and management, providing strategic HR guidance, coaching, and support. You will also have one direct report (Senior HR Advisor).
Your primary responsibility will be to foster a positive work environment, enhance employee engagement, identify and develop our talent, support the cyclical people processes, and ensure compliance with all relevant employment laws and regulations.
This role is an integral part of the wider People Directorate, contributing to the delivery of a high-quality and cost-effective HR service. A collaborative approach is paramount, as this role involves working positively and flexibly with colleagues across the People Directorate and Firm. Together, we aim to proactively identify areas for service enhancement and strive for excellence in all facets of our work.

Main responsibilities

• Strategic HR Planning: Collaborate with senior leadership to develop and implement HR strategies that support business goals and objectives. Provide insights and recommendations on workforce planning, talent acquisition, performance management, and organizational development initiatives.
• Pay & Promotions: Provide essential support of the pay review process and promotion cycles, ensuring fairness and equity and considering future talent needs.
• Employee Relations: Act as a point of contact for complex employee relations matters, including conflict resolution, disciplinary actions, and performance improvement plans, escalating to the Employee Relations Manager where appropriate. Conduct investigations or disciplinary/grievance meetings as needed and provide guidance to managers on handling sensitive HR issues.
• Employee Engagement: Monitor employee engagement, advising on retention strategies as needed to promote employee engagement and reduce turnover.
• Performance Management: Support managers in the performance management process, including goal setting, performance reviews, and development planning. Provide coaching and training to enhance managers’ effectiveness in managing performance and providing feedback.
• HR Policy & Compliance: Support the Employee Relations Manager in ensuring compliance with all applicable employment laws and regulations. Develop and implement HR policies, procedures, and guidelines to promote consistency and fairness across the organization. Stay abreast of changes in employment laws and legal regulations and recommend updates to policies and practices as needed.
• HR Analytics & Reporting: Utilise HR metrics and data analytics to and inform decision-making. Prepare regular reports on key HR metrics, trends, and insights to guide strategic HR planning and initiatives.
• Commercial Awareness: Build and utilise a deep understanding of the Divisions, e.g., what they do, the commercial levers, their strategic priorities, etc, to deliver the best service possible.
• Change Agent: Act as a role model and influencer for change initiatives. Drive continuous improvement within areas of responsibility. Lead the delivery of HR projects, change initiatives, organisation design.
• DEI: Identify areas for improvement related to diversity, equity, and inclusion. Collaborate with stakeholders to develop action plans and implement initiatives to address gaps and promote a more inclusive environment.
• Trusted Advisor: Provide trusted strategic and operational advice to Partners, Line Managers and staff. Resolve complex and/or high-risk people issues to deliver commercial and pragmatic outcomes.
• Team Collaboration: Proactive collaboration with other HRBPs to ensure consistency, communication and to share best practice. Collaborate with other teams within the People directorate, e.g., Performance and Talent Development, Corporate Responsibility/ESG, Diversity and Wellbeing, Benefits, HR Ops, and the wider Business Services Directorate to provide a seamless service to the client group.

Skills and qualifications

Essential:

• Deep and broad HR knowledge.
• Full chartered membership of CIPD or significant comparable HR Business Partner experience.

Desirable:

• Coaching and mentoring qualification.

Experience & Behaviour:

• Demonstrate commercial acumen and ability to work with resilience.
• Ability to build excellent client relationships, establishing trust and confidence.
• Actively listens, communicates articulately and adapt method and style of communication.
• Strategic thinker and ability to translate business needs into people plans.
• Ability to work autonomously, with minimal oversight, to deliver agreed people plans.
• Ability to manage conflicting priorities in a fast-paced environment, work under pressure and making decisions confidently.
• Experience of managing and handling the people aspects of change management.
• Experience of developing and implementing HR strategies.
• Experience of providing constructive feedback, including difficult messages.
• Experience of providing meaningful management reporting.
• Demonstrable experience of managing contentious people issues effectively together with a high level of emotional intelligence and strong inter-personal and communication skills.
• Strong mind-set for continuous improvement and meeting or exceeding client expectations.
• Management, coaching and mentoring skills.

Equal opportunities
Our approach to our people is underpinned by our approach to diversity, inclusion and well-being. Our ambition is to build a diverse and ambitious workforce that reflects all backgrounds and talents, and a workplace that is supportive and inclusive, recognises and nurtures talent, and has a strong sense of community between colleagues.
This means that everyone who either applies to or works for the firm is treated equally, whatever their gender, age, ethnic origin, nationality, marital status, disability, sexual orientation or religious beliefs.
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• Strategic HR Planning: Collaborate with senior leadership to develop and implement HR strategies that support business goals and objectives. Provide insights and recommendations on workforce planning, talent acquisition, performance management, and organizational development initiatives.
• Pay & Promotions: Provide essential support of the pay review process and promotion cycles, ensuring fairness and equity and considering future talent needs.
• Employee Relations: Act as a point of contact for complex employee relations matters, including conflict resolution, disciplinary actions, and performance improvement plans, escalating to the Employee Relations Manager where appropriate. Conduct investigations or disciplinary/grievance meetings as needed and provide guidance to managers on handling sensitive HR issues.
• Employee Engagement: Monitor employee engagement, advising on retention strategies as needed to promote employee engagement and reduce turnover.
• Performance Management: Support managers in the performance management process, including goal setting, performance reviews, and development planning. Provide coaching and training to enhance managers’ effectiveness in managing performance and providing feedback.
• HR Policy & Compliance: Support the Employee Relations Manager in ensuring compliance with all applicable employment laws and regulations. Develop and implement HR policies, procedures, and guidelines to promote consistency and fairness across the organization. Stay abreast of changes in employment laws and legal regulations and recommend updates to policies and practices as needed.
• HR Analytics & Reporting: Utilise HR metrics and data analytics to and inform decision-making. Prepare regular reports on key HR metrics, trends, and insights to guide strategic HR planning and initiatives.
• Commercial Awareness: Build and utilise a deep understanding of the Divisions, e.g., what they do, the commercial levers, their strategic priorities, etc, to deliver the best service possible.
• Change Agent: Act as a role model and influencer for change initiatives. Drive continuous improvement within areas of responsibility. Lead the delivery of HR projects, change initiatives, organisation design.
• DEI: Identify areas for improvement related to diversity, equity, and inclusion. Collaborate with stakeholders to develop action plans and implement initiatives to address gaps and promote a more inclusive environment.
• Trusted Advisor: Provide trusted strategic and operational advice to Partners, Line Managers and staff. Resolve complex and/or high-risk people issues to deliver commercial and pragmatic outcomes.
• Team Collaboration: Proactive collaboration with other HRBPs to ensure consistency, communication and to share best practice. Collaborate with other teams within the People directorate, e.g., Performance and Talent Development, Corporate Responsibility/ESG, Diversity and Wellbeing, Benefits, HR Ops, and the wider Business Services Directorate to provide a seamless service to the client group