Global Senior HR Business Partner

The Role

Job Overview

You will support the Global IT, Global HR and Global Operations business groups. You will partner with the Global Business Function Head and their global leadership team to develop and deliver people priorities aligned to the firm's people and talent strategy, and the global business function's strategy.

Who you will work with

You will report to the Chief People Officer and will work closely with the regional HR directors, regional business partnering teams, other Global Senior HR Business Partners (SHRBPs), communities of expertise (CoE) and the broader HR function to deliver high impact and highly efficient people priorities and processes.

What you will be responsible for

You will build trusted advisor relationships with the Global Business Function Head and their global leadership team, along with other key stakeholders including regional business partnering teams and communities of expertise to deliver the priorities aligned to the firm's people and talent strategy.

What you will do

People and Talent Strategy

• Partner with the Global Business Function Head and key stakeholders to develop and deliver the firm's people and talent strategy aligned to the global business function strategy.

• Partner with key stakeholders including regional business partnering teams, to embed the firm's people priorities across the global business function bringing together outputs of key global processes, shaping the global talent agenda (e.g. succession planning) and working with the Global Business Function Head and their global leadership team on key talent processes (e.g.  compensation).

• Act as a trusted advisor to the Global Business Function Head and their global leadership team, providing HR support, coaching and direction on people issues.

• Lead global business function change initiatives.

• Actively contribute to the people and talent strategy formation by representing client groups, collaborating with relevant HR colleagues (regionally and globally) and bringing market knowledge of leading practice HR, to shape and deliver global HR projects linked to the people and talent strategy.

Organisation Design

• Understand and articulate the global business functions' strategic priorities. Use external views and internal knowledge to assess current state and identify optimisation opportunities for structural change.

• Work with Global Business Function Head and their global leadership in collaboration with the regional business partnering teams where relevant, to define future state, based on the operating model, design principles and business area responsibilities.

• Develop, design, conduct impact analysis and create implementation plan for changes to structure, roles and workforce transition in collaboration with the regional business partnering teams.

Employee Relations

• Act as a trusted advisor to the Global Business Function Head and their global leadership team on the more complex employee relations issues in collaboration with the regional business partnering teams where relevant, anticipating risk and likely consequences, and identify early interventions. 

• Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.

• Provide input to help shape global employee related policies.  Ensure all employee related policies are implemented fairly and consistently.

Financial Management, Risk, Data and Analytics

• Work with the Global Business Function Head and their global leadership team to determine headcount forecasting and budget changes aligning to business plan and strategy.

• Understand and interpret business and commercial metrics and combine this with relevant interpretation of people data, analytics and reporting to support the Global Function Head and their global leadership team with their decision making on key people processes.

• Partner with Analytics CoE and leverage consistent reporting standards developed by the CoE.

• Use broader data from other sources of employee listening from across the firm, e.g. people survey, Code of Conduct workshops, inclusion focus groups, etc to give a broader perspective and insight on inclusion and wellbeing across the global business function.

Talent Management

• Embed the firm's talent management priorities and processes across the global business function, in close partnership with regional business partnering teams.

• Work with the Global Business Function Head and their global leadership team to develop a global resourcing plan that anticipates demand and capacity needs, future skills, and attrition, including analysing data, identifying trends and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure. 

• Deliver talent pipeline reviews in collaboration with regional business partnering teams, to identify critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.

• Work across CoEs (e.g., Talent Acquisition, Leadership Development, Talent Management) and the regional business partnering teams to coordinate and implement the plan.

Performance Management

• Support the Global Business Function Head and their global leadership team through the 3 Conversations framework and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied across the global function, and which align to the firm's performance & reward strategy.

• Lead on the global moderation of performance ratings across the global business function in collaboration with the regional business partnering teams.

Career Development

• Work with the Global Business Function Head to identify development needs of the global leadership team and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

• Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outside of their function, including potential opportunities that may be available in other areas (including different locations).

• In collaboration with regional business partnering teams use outputs of the talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan for key roles, high performers, and diverse talent.

Succession Planning

• Work in partnership with Learning & Leadership Development CoE and support the Global Business Function Head in succession planning for their global leadership roles.

• Work with the Global Business Function Head and their global leadership team to identify critical roles and/or skills for future leadership roles and potential pipeline of successors.  Where there is a lack of pipeline or diversity, work with the relevant stakeholders to identify solutions. Create development plans for future successors, actively review the plans and hold key stakeholders to account to implement the plans.

Compensation

• Partner with Reward CoE and the regional business partnering teams to execute the year end compensation processes, including leading global functional calibration exercises.

• Understand compensation arrangements for the global leadership team and prepare the Global Business Function Head for the discussions that will take place in the review cycle.

Talent Acquisition (TA)

• Collaborate with the TA team and regional business partnering teams to integrate long-term TA strategic aims into the business planning process, to develop more agility in responding to business cycles.

• Collaborate, plan and anticipate with the global leadership team on future recruitment needs, ensuring the TA team are briefed with future requirements.
• Collaborate with TA team to align inclusive recruitment framework processes to the global business function inclusion plan, ensuring execution through the regional business partnering teams.

• Partner with Global Business Function Lead on Director recruiting and overall, on-boarding experience.

• Liaise with the regional business partnering teams to overcome challenges in the hiring process, work with them and the TA team to identify solutions.

Exit Management

• Use exit themes and other forms of employee data points (e.g. engagement) to develop, drive and embed solutions with key stakeholders, that will drive change to attract, retain and motivate talent.

Inclusion

• Partner with the Global Business Function Head and their global leadership team, as well as the Global Head of Inclusion to embed inclusion into the culture, decision making and strategic priorities for the global business function in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.

• Partner with the regional business partnering teams to drive the global business functions' inclusion objectives in unison with the objectives and action plans for the region.

• Proactively build knowledge and understanding of the key inclusion pillars and strategy.

Wellbeing and Employee Experience

• Partner with the Global Business Function Head and their global leadership team, as well as the Global Head of Wellbeing and Employee Experience, ensuring that wellbeing and people experience considerations are at the heart of all discussions and decisions for the global business function.

• Partner with the regional business partnering teams to drive the global business functions' wellbeing objectives in unison with the objectives and action plans for the region.

• Proactively build knowledge and understanding of the wellbeing strategy, enablers and priorities.

• Frequently engage in a wide range of employee listening methods to identify key global themes for the global business function and inform timely solutions to protect and enhance people's wellbeing.

Your Experience 

Skills

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

You will have flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.  

Experience

You will have experience of partnering with and influencing Global Heads of Functions and their global leadership teams and working collaboratively with key stakeholders to create joint expectations and deliverables, striving for positive results and engaging others in the journey.

You will have experience as a Senior HR Business Partner, ideally in a professional services organisation. You will have gained significant operational experience, as well significant strategic level experience supporting global leaders and their global leadership teams.

Experience of working in a matrixed / global environment is essential.

Knowledge

You will demonstrate strong commercial awareness.

Qualifications

You will ideally have formal HR qualifications e.g. CIPD or equivalent.

How we will support you

From your first day with us, you will have varied opportunities to continuously grow and development your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

Who we are

We are one of the largest international law firms in the world. With over 30 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm’s global standards with in-depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating - full of opportunities to learn, thrive, and grow. That’s why we’re so proud of our inclusive, friendly, and team-based approach to work.

You’ll find our clients in commercial and industrial sectors, the financial investor community, governments, regulators, trade bodies, and not-for-profit organisations. But no matter who they are or why they’ve reached out to us, we provide a world-class service every step of the way. And that’s possible thanks to the entrepreneurial spirit and conscientious approach to work that you’ll find across all of our teams.

Whichever area of the business you join, you’ll become an integral part an innovative, diverse and ambitious team of people. Clifford Chance is a place where the brightest minds and the best of colleagues meet.

Hybrid Working

This role follows our 'balanced' hybrid working approach and as long as business needs allow, you will be supported to work in a hybrid way with the expectation of working from the office for a minimum of 50% of your time.

Equal opportunities statement

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.

We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement.

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 about our inclusive culture here.

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