HR Officer

Division Summary

Human Resources serves all business lines and support functions across the bank with a range of HR support services. The primary interface between HR and the business is a team of HR Business Partners (HRBPs), who liaise with other areas of the HR function to deliver core and ad hoc processes, as appropriate. HR also supports the successful execution of the bank's Culture Framework.

The HR Practice Teams support the development and delivery of the HR strategy. Practice teams define policies, procedures and controls, and provide specialist process support, advice and thought leadership for the entire HR value chain. Core transaction services are provided through the HR Operations functions.

Job Purpose

HR Business Partners are responsible for partnering with managers and staff to the deliver the bank's Human Resources Strategy to drive the achievement of business objectives. This is done in effective partnership with HR practice teams, payroll and HR services to execute core HR processes, driving the consistent application of policy and procedure, and delivering HR solutions and/or projects to underpin business plans.

The HR Officer role will also deliver by role modelling the bank's values and strategic principles and demonstrating good conduct, governance and control, thus meeting our regulatory and legal requirements alongside excellence for our clients and team

Key Responsibilities

• Build relationships with the relevant BU management and employees in order to gain the credibility and influence the business, develop a thorough understanding of the business needs and challenges as well as how the business operates
• Advise the business on people related processes across the employee lifecycle, working with practice teams and HR Services analysts to deliver functional products, processes and support
• Support the process for governing and controlling people processes to ensure they are managed within legal and regulatory frameworks, ensuring appropriate risk management, control and compliance
• Assist with manage performance discussions and processes, coaching the business throughout the year
• Where required participate in Employee Relations issues, providing support to the HRBP's
• MI/Data co-coordinator, including support in monitoring headcount and supporting HRBP's including providing ad hoc reports on request and generating routine monthly reports
• Support HRBPs on vacancy reports to ensure accuracy and consistency with headcount reporting
• Advising and guiding managers on Human Resources people processes keeping them up to date with current policies, practice and requirements and supporting the introduction of new policies and contractual arrangements
• Advising business units on best practice recruitment processes, offering support when necessary including interviewing when appropriate
• Supporting HRBP's and the specialist teams in all other projects and tasks when necessary, e.g. Remuneration Reviews; Performance Management; HR Communication plans/workshops, Recruitment; Learning and Development; Talent; Recognition and ad hoc projects
• Support annual reward review process including:
• Annual benchmarking, ensuring that job levels are appropriately allocated, liaising with HRBP's globally where appropriate
• Liaise with rest of local and regional team, as well as Reward, to manage the annual review process including data verification, data analysis
• Work with the rest of the generalist team during the annual review process and oversee end to end process
• Provide information for any compensation related management reports and market updates
• Supported by the Reward function, provide the business with market salary data for recruitment and benchmarking purposes, seeking to challenge and ensure appropriate governance and control
• To work in close partnership with the HRBP's, HR Services and the specialists teams to deliver administration support, streamlined process and procedural improvements
• Ensure appropriate administration process and internal procedures and controls are in line with best practice HR and continually review, seeking best practice to accommodate business demands, Bank policy and employment legislation
• A member of the L&D working group assist in delivering creative and innovative HR solutions that enable the organisation to become more effective and achieve strategic objectives
  o Collect, analyses and maintain data gathered to inform targeted development opportunities
  o Support the Bank's Apprenticeship Levy strategy and direct the wider HR team in the delivery of Levy funded programmes
  o Assist with managing effective communication and engagement of all L&D initiatives, including functional Manco's
  o Support Wellbeing and EDI initiatives
  o Work with HR Services to establish and manage feedback reports on all training and use these to ensure continuous improvement in the learning curriculum
• Support the Talent Senior Manager in setting up talent identification and review processes, as well as early careers programmes
• Involvement in Ad Hoc project work
  
  

Preferred Qualifications and Experience

• Either CIPD qualified, working towards the qualification or interested in doing so

Experience required to successfully perform the role:

• Experience of working in a similar role in HR within a corporate environment
• Sound understanding of Senior Manager Regime in order to lead associated business areas in respect to the life cycle of a certified person.
• The incumbent will be required to be proactive, highlight risks and develop strong partnership with the HRBP's and the business in respect of all best practice HR activities
• An overriding service-delivery mentality together with a focus on quality of work. It is important that the individual be able to take a 'hands-on' approach to establishing and supporting a strong services infrastructure platform
• Experience of working within a customer/client service environment
• Experience of working within a large/complex organization
• Project management experience an advantage
• Knowledge of HR policies, procedures and administration processes desired
• Ability to prioritise work and anticipate problems
• Excellent communication, presentation and organisation skills at all levels

Knowledge, technical skills and expertise:

• Strong organisation, prioritisation and multi-tasking skills
• High level of accuracy and attention to detail
• Strong customer service skills
• Exceptional communication skills both written and oral
• Highly developed problem solving skills
• Strong interpersonal skills
• Strong Microsoft expertise, Word, Excel, PowerPoint and exposure and familiar with HR Systems
• Ability to deliver to the required service standards in a customer focused environment

Personal attributes:

• Attention to detail
• Results-orientated and deadline driven
• Client/customer focused mind-set
• Builds client relationships and partnerships
• Team player
• Takes ownership
• Resilience
• Open to change
• High level of integrity

The role would suit someone who is:

• Able to navigate complexity
• Can work in ambiguity