HR Manager – 12 month FTC
Ashurst is a leading global law firm with a history spanning almost 200 years, and clear strategy for our future growth. Our in-depth understanding of our clients and commitment to providing exceptional standards of service have seen us become a trusted adviser to local and global corporates, financial institutions and governments in all areas of commercial law. To find out more please visit here
In order to comply with regulatory and client requirements, Ashurst will undertake appropriate vetting of staff. When applicants accept a job offer, Ashurst, alongside a specialist provider, will undertake professional verification and background checks. These checks are only undertaken with consent, and in accordance with our legal and regulatory obligations
Business Area - Ashurst Advance
Role: HR Manager - 12 month FTC
Reporting to: Head of HR, EMEA and US
Hours of work -
Monday to Friday, 9:00 - 5:30, however you will be required to work such hours as are necessary to carry out your duties
Department/ Role Overview:
This role will support the Ashurst Advance Division both through the Division Head and the Function Heads based in London and Glasgow. Close collaboration will be required with their counterpart in APAC.
This is a complex role requiring an individual to be both operational and strategic, supporting challenges in the business and promoting best in class HR solutions. The individual needs to be able to play a role in firm-wide solutions while also supporting departmental group challenges. In addition, the candidate will be a key role model in the ongoing transformation of HR, leveraging centres of excellence and our global operational delivery hubs to deliver best in class service delivery to our clients and teams.
- As a core member of the Division's management team, support Division Head and Function Heads on all people-related aspects. Participate in management meetings to provide advice, support and where appropriate, challenge. Engender trust when building relationships and act as a coach as appropriate. Develop strategic people plan to support the successful achievement of the Division's business plan and goals utilising the broader HR and Business services teams as appropriate.
- Participate in regular discussions with the Division Head and, Function Heads, and other where appropriate, on immediate resourcing and succession planning requirements in order to identify gaps and develop plans to fulfil both short term and long-term requirements.
- Responsible for talent and career development. Ensure talent mapping of high performers and providing support to leaders in developing talent. Promote career conversations to enable leaders to plan for the future. Support global mobility and the enhancement of career opportunities through secondments if more creative resourcing solutions can be found.
- Act as a change manager and when required lead on various key projects throughout the year, with the gravitas and credibility to influence at a senior level within the organisation.
- Manage the appraisal and promotion process to ensure timely launch of programmes and engagement from all stakeholders. Advise and coach on performance management and the related issues and challenges. Champion continuous feedback processes. Manage moderation meetings to calibrate performance. Advise and coach leaders on content and structure of messages to be delivered in meetings.
- Work closely with Learning and OD to support assessment of training and development requirements, designing and delivering specific initiatives.
- Identify specific needs that would enhance the HR service provided to the Division and work with Centres of Expertise to deliver solutions that meet these needs.
- Provide advice and intervention to the business on complex employee relations issues such as disciplinary, grievances etc. Ensure knowledge is fully up to date with all developments in terms of employee legislation and employee relations issues.
- Provide leadership and guidance to ensure the annual pay process is delivered effectively and on time. In particular, facilitate relevant salary and bonus discussions to ensure moderation across the London business maintaining objectivity and fairness; linking compensation decisions to performance; and, ensuring relevant market information is taken into account.
- Lead on plans and initiatives alongside Line Managers on diversity and inclusion to help the firm achieve its goals and targets, in line with firm objectives and work to embed these within the business.
- Work with leaders to co-ordinate and manage internal communication initiatives and to drive employee engagement., in line with firm wide business goals
- Work alongside other HR Managers to ensure consistency, sharing of ideas and best practice.
- Analyse and present relevant HR data to provide information around latest thinking in the profession / HR Strategy and market intelligence using regular HR reports.
- Assist in the design, coordination and facilitation of off-sites and team development programmes.
- Work in close partnership with myHRServices and other specialist areas of Employee Relations, Comp and Ben, L&OD, Diversity and Trainee Development to co-ordinate the utilisation of appropriate skills, knowledge and strategies.
- Build relationships across the wider business including support functions and secretarial population.
- Support the Heads of HR with ad hoc projects to deliver the global strategy. Lead on, or contribute to, projects to develop HR practices and processes.
Risk and Control: Ensure that all activities and duties are carried out in full compliance with our regulatory requirements and internal policies.
Essential skills and experience:
- Experience in delivering high quality HR support to a sophisticated client base, dealing with senior stakeholders and forging strong relationships at every level.
- "Can do" ethos.
- Confident and resilient and able to offer credible advice.
- Able to move from strategic reviews to hands on operational matters while retaining a high level of personal effectiveness and organisation.
- Able to demonstrate depth of commercial understanding of the business.
- CIPD qualified or equivalent.
- Good level of knowledge of employment legislation.
- Excellent verbal and written communication skills with the ability to draft and review formal correspondence.
- Strong negotiation skills with the ability to influence and persuade.
- Strong ability to build and maintain working relationships across all areas of the business.
- Experience of working in a professional services environment, particularly within the accounting profession, would be advantageous.