HR Business Partner – Private Banking

  • Competitive
  • London, England, United Kingdom
  • Permanent, Full time
  • Société Générale - UK
  • 19 Aug 17

HR Business Partner – Private Banking

People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, so you know our names, and we know yours. It's personable, human, and inspires success through passion. By encouraging open mindedness and a willingness to share ideas, we have adapted to market changes and thrived through innovation. Bringing words like “hard work” and “dedication” together with “community” and “respect” has enabled us to work collaboratively and build our future together. We call this Team Spirit and it's what makes us different. It's what makes you different.

Description of the Business Line or Department

At Kleinwort Hambros we believe in the strength of our people and their contribution to tomorrow's collective performance, Human Resources will be your partner for every step of the way: from recruitment and induction, to development and career management, performance management and reward.

Summary of the Key Purposes of the Role

• The HR Business Partner provides strategic HR support to specific population(s) of the Business, i.e. front office business lines or support functions, ensuring HR initiatives are aligned to the strategy of the business
• Responsible for providing a full spectrum of advice and guidance in relation to the employee lifecycle.
• The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group

Summary of Responsibilities

• Liaison with senior management team across functions, where the ability to give commercial and credible advice is paramount.
• Builds, develop and maintains strong relationships with internal client base and provides advice on all HR issues to management and employees.
• Thoroughly conversant and advises on changes in employment and regulatory legislation and ensures that HR topics are managed in compliance with HR policies and regulations.
• Implements and enforces corporate initiatives and global HR policies.
• Highlights and responds to HR related business and conduct risk and ensures best practice with employment issues including liaison with legal advisors as appropriate.
• Ability to manage complex employee relations issues including terminations, settlement agreements, disciplinaries, grievances and OH cases with minimal assistance
• Partners with HR specialist teams and middles office to ensure HR team deliver a best in class service.
• Works on projects both locally and globally which add value to HR's corporate service offering
• Management and ongoing development of HR Business Partner direct report(s).
• Oversight responsibility for MO advisor supporting business line.

1. Recruitment
HR advisory to the Business
• With the management of their client group, the HR Business Partner is involved in drawing up staffing plans and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles and any other relevant HR-related issues in partnership with the Recruitment Team.

HR policies enabler
• The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, T&Cs requirements and contractual provisions.

2. Career Management and Mobility
HR advisory to the Business
The HR Business Partner:-
• advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)

Global efficiency
The HR Business Partner:-
• “knows” their client group and advises managers and employees with regard to internal career management
• coordinates international assignments in partnership with the Head of HR and the specialist International Assignment Team, linking all stakeholders in the secondment process

HR policies enabler
The HR Business Partner:-
• encourages use of the Mobility Charter & ensures that the international mobility policy is applied consistently

3. Talent management (in collaboration with HUMN/PTD)
HR advisory to the Business
The HR Business Partner:-
• contributes to the formalization of succession plans for key positions
• formulates an appropriate training and development plan and influences the local training offering

Global efficiency
The HR Business Partner:-
• identifies, along with managers, talents and key resources in their client group and gains a deep knowledge of those staff
• works with the Business to ensure that each “key” employee has a formalized personal development plan in their annual objectives

HR policies enabler
The HR Business Partner:-
• implements all talent initiatives (coming from HUMN or from the Group) within their client group
• educates and promotes the use of managerial tools (PeopleSoft, eValuation, Manager Handbook, etc.)

4. Exit Management
HR advisory to the Business
The HR Business Partner:-
• proactively supports managers with workforce planning; by anticipating short and long term business needs, and manages any restructuring and redundancies as appropriate.
• oversees the development and training of managers in all aspects of managing poor performance
• leads complex employee relations cases including rationalisation/redundancy plan and individual terminations
HR policies enabler
• The HR Business Partner supports the Business in mitigation of legal risks in conjunction with grievance/ disciplinary/ redundancy processes.

5. Compensation (in cooperation with Head of HR and HUMN/C&B)
HR advisory to the Business
The HR Business Partner:-
• delivers regular market intelligence to managers
• will advise and challenge managers during the compensation review of their teams, anticipating any potential issues

Global efficiency
The HR Business Partner:-
• works with the Head of HR and the Specialist team to build C&B packages for recruitment, mobility, departure and retention
• coordinates the annual compensation review for their client group with the Head of HR and the specialist teams

HR policies enabler
• The HR Business Partner:-
• supports the C&B team by providing compensation information gathered from exit and recruitment interviews
• ensures that all compensation decisions respect the Group and HUMN/C&B rules

Delegated Responsibilities

The HR Business Partner is a member of the following meetings where issues can be escalated to the Head of HR:
• KH HR Team Meeting (Bi-weekly)
• 1:1 Head of HR (weekly)
• UK HR Departmental Meeting (monthly)
Conduct risks are monitored through a weekly Employee Relations meeting, and to which issues of significance are escalated.

Level of Autonomy and Authority

In line with the GBIS Delegation Rules for HR (updated regularly by HUMN/DIR Paris).



• Strong understanding and/or experience of working across all disciplines within HR, knowledge of best HR practice and UK employment legislation
• Proven experience in managing complex employee relations cases
• Knowledge of banking industry and banking practices
• Ability to build and maintain strong client relationships across all levels of the organisation including Exco members
• Ability to work autonomously with their client group within the framework of the applicable policies and delegation rules.
• Excellent Interpersonal skills
• Communication and Presentation skills
• Experience of HR in Financial Services with fast paced, demanding clients groups
• Experience working in an international matrix organisation
• Ability to work under pressure
• Leadership qualities
• Adaptability
• Although not mandatory, French would be beneficial

If you feel you have the required experience and qualifications, then please apply to the SG Resourcing Team, and we will manage your application. At Societe Generale, we believe our people are our strength and are core to the success of our business. As such, we search for, recruit and appoint the best available person on the basis of aptitude and ability, regardless of sex, marital or civil partnership status, race, colour, nationality, ethnic or national origins, pregnancy, disability, age, sexual orientation, religion, belief or gender reassignment.