HR Business Partner

This is a fixed term contract to the end of August 2026.  Ideal start date will be July 2025. 

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 and you will work closely with junior HR Business Partners to mentor and develop them.

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.

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

• 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.

• Mentor and develop the junior HR Business Partners in implementing people priorities and applying policies consistently, as well as monitoring the quality and timely delivery of activities.

• Work with 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 Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.

Employee Relations

• With guidance and direction from Senior HR Business Partner, 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 (up to Director level career band) and mid-senior level 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 Director level career band) and mid-senior level Lawyers.

Financial Management, Risk, Data and Analytics

• Work with Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.

• Assist 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

Talent Management

• Assist 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.

• With guidance and direction from Senior HR Business Partner support key stakeholders through the 3 Conversations framework and positively challenge them in order 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 Partners 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 (up to Executive Manager level career band) 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.

• Deliver the NQ induction to welcome NQs and brief them on career development.

Exit Management

• Conduct exit interviews (where appropriate) up to Exec Manager and mid-senior level associates, using exit themes to highlight key issues to the Senior HR Business Partner and 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 Head of Employee Relations.

Inclusion

• Work with Senior HR Business Partner to 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

• Work with the Senior HR Business Partner to 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.

Trainees

• With guidance and direction from Senior HR Business Partner, act as a trusted advisor to key stakeholders on trainee issues and identify early interventions. 

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

• Ensure handover takes place at seat rotation to next Practice Area and update the Early Talent Development Team at each stage, providing a summary overview at the end of forth seat rotation and prior to NQ offers being made.

• Oversee ER, OH and trainee related issues

Your 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.

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.

Our one firm global strategy is focused on targeted growth led by the needs of our core clients, those who we can best support with the breadth and depth of Clifford Chance expertise, across the sectors and geographies, which matter most to them.

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.

What we offer including our broad range of benefits and working environment

When you join Clifford Chance, you will have access to a broad range of benefits to support you across many aspects of your personal and professional life including financial, wellbeing, lifestyle, and family friendly benefits. For more information on what we offer specifically in the UK, please visit our What We Offer page on our career site. 

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.

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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