Job Description

Company Description

Clifford Chance is one of the world\'s leading law firms, helping clients achieve their goals by combining the highest global standards with local expertise. The firm has unrivalled scale and depth of legal resources across the three key markets of the Americas, Asia and Europe and focuses on the core areas of commercial activity: capital markets; corporate and M&A; finance and banking; real estate; tax; pensions and employment; litigation and dispute resolution.



The Country/ Office HRBP partners with the Office Managing Partner (OMP) and the General Manager (GM) /relevant management team.

The role holder will work closely with regional HRBPs and Centre\'s of Excellences (CoE) to deliver high impact, highly efficient people priorities and processes. The role holder will build trusted advisor relationships with the OMP/ GM and their leadership team, along with other key stakeholders such as Partners/Heads of Department to effectively manage their high performing teams.

The Country/Office HR Business Partner sits on the regional HR Leadership Group. The role holder will be required to support the business objectives and global people strategy playing a full-service HR role, leading and developing the strategic people plans.

The role holder will provide leadership to all members of the local HR team. He/she acts as an independent and trusted advisor to the key members of the local management team on all HR organisational and people related issues.

Qualifications

You will have experience as an HR Manager/ HR Business Partner in a professional services organisation with a highly trained workforce and a reputation for HR service excellence. You will have gained significant operational experience and you will now be looking for a role that combines working at both an operational and strategic level.

You will have a proven track record of developing and implementing HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance.

You will be educated to degree level or equivalent and ideally have formal HR qualifications e.g. (Fellow) CIPD, master\'s degree and demonstrate strong commercial awareness.

Key Responsibilities

People and Talent Strategy

• Partner with OMP/ GM and their leadership team to develop and deliver people strategy aligned to the Country/ Office strategy and the firm\'s People and Talent Strategy.

HR Leadership

• Actively participates in the regional HR leadership team.
• Actively contribute to the people strategy formation by participating in global and regional HR projects linked to the strategy.
• Manages, leads and develops the local HR team; coaches team members in implementing the people strategy with due regard to all applicable policies; monitors the quality and timely delivery of all activities and supports the professional development of the team.

Inclusion

• Works with the Global (and regional) Head of Inclusion to drive a culture of inclusion and diversity and empowers business leaders and Partners to do the same.
• Identifies and adopts relevant and impactful initiatives, ensuring they are tracked and adapted as appropriate.

Wellbeing

• Works with the Global Head of Wellbeing and People Experience to lead a programme focused on improving the wellbeing of the firm\'s population.
• Promotes and communicates on a range of wellbeing initiatives including physical and mental health. Challenges business decisions that are incongruent with the firm\'s wellbeing strategy.

Listening and Engagement

• Monitors people engagement through, for example, surveys, working with the regional HRBP and other relevant colleagues to develop and implement action plans.
• Uses broader data from other sources of employee listening from across the firm, e.g. Code of Conduct workshops, Inclusion focus groups, etc to give a broader perspective and insights.

Employee Relations

• Acts as a trusted advisor to the Partners/ Head of Departments on all employee relation issues. Instructs or strongly influences managers/ partners on sensitive ER issues and the appropriate approach to resolve conflict.
• Keeps up to date on all aspects of relevant legislation and communicates the impact of any changes on existing policies/procedures to the relevant stakeholders
• Provides, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible

Financial Management

• Completes the annual HR budgeting process through analysis of past spend and potential future cost.
• Completes the quarterly reforecast process ensuring all projected spend is considered.
• Collates and acts on management information/ analytics on headcount, attrition, utilisation, ratios and other key HR metrics to inform the business and to optimise effective decision making.

Policies and Processes

• Ensures that all standard processes are in place and administered efficiently and consistently within agreed timescales - i.e., references, visa documentation, hiring and transfers.

Risk, Data and Analytics

• Brings people data, analytics and reporting to OMP/ GM to inform key people processes and decisions. Partners with analytics CoE on specific problem statements and leverages consistent reporting standards developed by CoE. Ensure the integrity of people data kept for offices is maintained.
• Analyses turnover and retention data and makes recommendations for improvements.
• Provides routine and special reports to government agencies/ regulatory bodies as required.
• Is responsible for risk and compliance in terms of legislative and regulatory requirements (i.e. practicing certificates, Law Society Reporting, immigration & tax); Participates in the compliance and risk review on an annual basis to identify and overcome significant business risks within the office(s)

TALENT MANAGEMENT

Workforce Planning and Org Design

• Partners with key stakeholders to determine the business need for new and amended roles. Identifies key responsibilities and impacts of proposed changes on existing roles and structure to shape the decision. Partners with colleagues to role map.
• Work with Country/ Office leadership to develop a resourcing plan that anticipates demand and capacity needs, future skills and capabilities, and attrition. Work across CoEs (e.g. Talent Acquisition, Academy and Leadership Development) to coordinate the plan.
• Work with Country/ Office leadership to ensure optimal organisation structure for the Country/ Office

Talent Acquisition

• Works closely with Talent Acquisition CoE to develop an approach to resourcing that attracts the best talent, is cost effective and provides an exceptional candidate experience.
• Accountable for all external hiring, including lateral hires and ensuring the right support ad coaching is in place as part of the overall onboarding experience.
• Oversees the recruitment of graduates under the office/ country scheme, ensuring market position is maintained and costs are managed.
• Ensure that any internal transfers, including partner transfers are managed effectively.
• Working with Talent Acquisition, ensures that appropriate training is provided for those involved in the interview process.

Performance Management

• Delivers the \'Three Conversations\' from end to end including timetabling, communication, appraiser training, meetings to moderate ratings and agree key messages for the discussions.
• With the appropriate Partners/ Managers identifies and addresses overall performance issues/ gaps that impact on the success of the business performance/ strategy.

Compensation

• Ensures the office/ country reward strategy is regularly reviewed and is aligned to local salary market data, in accordance with the global compensation framework. Influence and guide Partners/ Head of Department in fair and objective decision making.
• Manages and implements the annual salary and bonus review process.

Career Development

• Uses outputs of Talent Pipeline Reviews, employee listening, people data and analytics, succession planning, etc to identify career development opportunities and plans for key roles, high performers, diverse talent.
• Builds a development culture within the office(s) to ensure that transparent career structures and development plans are in place.

Succession Planning

• Supports OMP/ GM in succession planning for key roles, leadership roles and senior partner succession planning.
• Works with OMP/ GM on annual process to review leadership potential of partners on annual basis, coordinating with regional heads of HR and Talent Management and L&D CoEs
• Identifies skills and experience gaps across Office/ Country and partner with relevant CoEs to ensure development plans are in place.
• Acts as a trusted advisor in any relevant promotion process in line with succession planning.

Code of Conduct

• Partners with OMP/ GM to ensure adherence to the firm\'s Code of Conduct

Additional Information

Equal Opportunities

At Clifford Chance we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society.

We are committed to treating all employees and applicants fairly and equally regardless of their 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.

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. Find out more at cliffordchance.com /about_us/inclusion-and-diversity.html or click

Clifford Chance