Regional HR Business Manager

A leading UK law firm with a network of offices from the South Coast to Scotland, working together as one national team. An innovative practice and the first top 100 law firm to achieve “Gold Standard” Investors in People, our values and culture are not just words on our website but are the heartbeat of the firm. The lack of barriers between departments, a real lack of hierarchy, zero tolerance for arrogance and pomposity makes Shoosmiths a fantastic place to work.

Whether we are helping an individual plan their career, working on salary reviews or planning car parking,  our objective is to satisfy the needs of our clients – the people who work for Shoosmiths. As with all the support departments, HR plays a pivotal role in the effective operation of the firm. Many within the team undertake responsibility for both areas and the team is headed up by a single director.

Assist the HR Directorate in providing a high quality, cost effective HR service that meets Divisional and Business Services needs and firmwide objectives. Deliver HR programmes to the firm, including employee relations and project management whilst promoting excellent governance. Working positively, flexibly and collaboratively with other colleagues across the firm to proactively identify areas for service improvement. This role is key in advising Partners and managers on all aspects of HR from employment law and innovative people management practices.

The role is responsible for a region with responsibility to manage HR Advisers within their offices.

Account management

• Build and maintain trusted working relationships with internal clients, specifically with the DH’s, Partners, Line managers and other key leaders within the business.
• 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.
• Provide support, trusted advice and challenge where appropriate.
• Lead the delivery of HR projects / change initiatives.
• Analyse management information to identify themes and trends, suggest HR interventions to address these and act accordingly.
• Champion Shoosmiths culture, values and strategy in all activities.
• Act as a role model and influencer for change initiatives, proactively driving processes forward.
• Delivery of HR Calendar activities.
• Manage the consistent delivery of performance management through effective coaching.
• Using experience, skills and knowledge to make an impact in key areas such as change management.

Recruitment

• Work closely with the recruitment and resourcing teams to proactively provide any intel and potential future requirements.
• Advise on the structure of packages to be offered to new hires ensuring consistency across the varied teams.
• Support with interviews or line manager training/coaching where necessary.

HR Advice

• 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.
• Interpret and advise line managers and staff on the application of terms and conditions of service, best practice, policies / procedures and new legislation and proactively advise managers of changes.
• Identify and raise awareness of potential improvements to the performance of an individual or team through HR interventions.
• Provide coaching support to others in effective people management.
• Provide HR support in firm-wide restructuring / ER initiatives.
• Proactive collaboration with other HRBPs and Head of HR to ensure consistency, communication and collaboration and to share best practice.
• Liaise with other teams within the directorate, e.g. Recruitment, Diversity and Wellbeing, Benefits, HR Ops, etc to provide a seamless service to the client group.

Key Metrics & Measures

• Internal client feedback
• Delivery of projects / change initiatives (timeliness and quality)
• Successful completion of HR Calendar activities
• Staff engagement surveys
• Attrition statistics
• Quality and timeliness of advice
• Satisfactory resolution of complex ER cases
• Feedback from colleagues in the Directorate

Qualifications

Essential:

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

Desirable:

• Educated to Degree level – ideally in a relevant HR discipline.
• 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 – e.g. recruitment activity
• performance management culture, complex employee relations issues.
• 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.
• Excellent IT skills (advanced Excel and Powerpoint).
• Experience of working within professional services – ideally legal.

We consider this to be a Level 4 Competency position

Shoosmiths is a committed Equal Opportunities employer promoting equality of opportunity. 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.