Job Description
The Role
You will partner with the Senior HR Business Partner and relevant key stakeholders to deliver people priorities aligned to the firm's People and Talent Strategy.
Who you will work with
You will work closely with the Senior HR Business Partner, as well as other members of the wider HR team to deliver high impact, highly efficient people priorities and processes. You will build trusted advisor relationships with key stakeholders.
What you will be responsible for
You will build trusted advisor relationships with key stakeholders to deliver the priorities aligned to the firm's People and Talent Strategy. You will also have regional responsibility for some of the Business Professional areas.
What you will do
The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities.
People and Talent Strategy
- Be the key HR contact in the Perth office.
- Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior HR Business Partners and key stakeholders on key talent processes (e.g. compensation).
- Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues.
- Work with the Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.
Organisation Design
- Work with the Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.
Employee Relations
- Be a trusted advisor to key stakeholders on low-risk employee relations issues and identify early interventions.
- Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
- Respond to queries and provide guidance in line with our policies and procedures.
- Support Business Professional staff and Lawyers prior to and on return from their parental leave.
- Provide guidance and support in relation to ER issues for Business Professional staff (up to Executive Manager level career band) and mid-senior level Lawyers as appropriate.
Financial Management, Risk, Data and Analytics
- Work with the Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
- work with the Senior HR Business Partner to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, inclusion focus groups, etc to give a broader perspective and insight on inclusion and wellbeing across the Practice Area/Business Function.
Talent Management
- Assist the Senior HR Business Partner to deliver talent pipeline reviews identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
- Support key stakeholders through the 3 Conversations framework and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy.
Career Development
- Assist Senior HR Business Partner to identify development needs of managers and objectives to be achieved and provide ongoing support and solutions to ensure continued development.
Compensation
- Work with Senior HR Business Partner and Reward CoE, to execute the year end compensation processes.
Talent Acquisition
- Liaise with key stakeholders to understand the business case for recruitment and oversee and input (where required) into the recruitment approval process including data to support.
- Take lead on the review of job descriptions and role mapping, taking inputs from Reward CoE as necessary.
- Meet all new lateral joiners in Business Professionals and mid-senior level Lawyers, within 2 weeks of joining, and then again at the end of their first 100 day to deliver the new joiner induction.
Exit Management
- Conduct exit interviews (where appropriate) using exit themes to highlight key issues key stakeholders that will drive change to attract, retain and motivate talent.
- Identify and escalate any ER related issues to the Senior HR Business Partner and APAC Director of HR.
Inclusion
- Embed the inclusion objectives and action plans for business, in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.
- Proactively build knowledge and understanding of the key inclusion pillars and strategy in order to speak confidently and competently.
Wellbeing and People Experience
- Embed the wellbeing and people experience objectives and action plans for business.
- Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently.
- Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.
Regional Practice Area Support
- Regional responsibility for some of the Business Professional areas. You will partner with relevant Regional functional stakeholders and the regional HR team to develop and deliver people priorities aligned to the firm's people and talent strategy for the areas in your remit. These areas are subject to confirmation and could change with business need. They could include a mix of HR, IT, Risk, BD and Finance.
Qualifications
Your experience
Skills and Experience
- 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 have flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.
- You will be an experienced HR Manager/HR Business Partner, ideally having worked in a professional services organisation. Experience of working in a matrixed / global environment is desirable.
- 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 experience of partnering with and influencing management 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 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.
Company Description
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
Additional Information
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
