HR Business Partner, Global Markets (Maternity Cover) recruitment
Job Purpose:
As a member of the UK-based HR team, this role is responsible for delivering the HR processes and procedures that will support the EMEA Markets business strategy. The team are aligned to support each of the 9 main products which comprise Markets and CIRA.
This role is responsible for providing day-to-day HR support to a predominantly London-based population of approximately 350 employees, as well as coordinating HR activities for these businesses across the EMEA region. The role involves close partnership with HR colleagues in the US, EMEA and Asia countries and Centre of Excellence colleagues in London.
Job Background / Context:
Citi has a presence across all major business lines in the UK and consists of approximately 10,000 employees located in Belfast, Edinburgh, Derby, Jersey and London.
The EMEA Markets business comprises approximately 2,700 employees organised by product and geography. London is the main hub with approximately 1,800 employees, with the rest spread across 40+ EMEA countries. This is a demanding population which requires a strong HR partner who has a good grounding in HR policies and procedures in a fast-paced demanding commercial environment.
Key responsibilities:
Relationship Management
- Responsible for client relationship management for a designated population.
- Managing all HR issues related to these clients escalated through CES or received directly from the client.
- Attending any regular business meetings as required and providing HR advice and guidance. Holding initial business discussions and seek approvals for various policies and programs such as flexible work requests, leave of absence, etc.
- Liaise with COE HR Teams where appropriate.
Employee Relations
- Providing advice and guidance to managers on ER issues, ensuring the management population is kept up-to-date on policy issues and employment law risk is effectively managed.
- Advising managers on performance management processes
- Partnering with the ER team in managing grievances, disciplinary cases, query resolution and exceptions.
- Providing advice and guidance to employees on Citi UK policies and procedures as required.
- Manage employee referrals to Occupational Health, feedback to managers (where appropriate) and GIPI process.
- Providing advice to managers in relation to business restructuring and reduction in force exercises.
Resourcing
- Working with the recruitment team and the business to ensure effective recruitment plans and processes are in place and associated issues are appropriately managed.
- Conducting interviews where appropriate.
Compensation and Benefits
- Managing the annual review process including baseline checks against population and commitments, running reports/audits, guiding managers in making compensation decisions for sensitive employment cases, preparation of specialist materials including Fair Pay review, issue of profiles / letters, etc.
- Attending compensation review meetings with senior management
- Working with compensation analysts to conduct market surveys as appropriate and review compensation issues to ensure consistency and equity.
- Actively take the lead in some of the compensation related project that the team will be managing (i.e. Citicomp delegation, promotions, etc.)
Talent Management/Learning and Development
- Guiding business heads in assessing their talent pool and supporting them in the implementation of the annual talent management review
- Discussing with managers development plans, learning opportunities and career development for their teams.
- Actively take part in any development initiatives organised specifically for the markets businesses (i.e. promotions events for VPs and DIRs, development days, etc.)
Projects
- Initiation of and participation in project initiatives to improve HR practices and procedures.
- Management of ad hoc project requests as required.
General Employee Life Cycle Management
- General policy queries escalated by CES and direct from client group.
- Market and communicate the use of the Employee Self Service
- Providing the first level of HR escalation for CES.
- RCSA issues management, providing information to support Risk and Control.
Development value:
This role provides the opportunity for the incumbent to develop their HR skills and experience particularly in the area of relationship management, policy interpretation and decision-making. There is the opportunity to support and develop working knowledge of other business areas outside direct experience. Opportunity to be involved in key project work.
Skills
Knowledge / experience:
- Relevant HR experience in key responsibility areas (eg. Comp, ER, Talent Development, Recruiting).
- Experience in Markets or Banking environment an advantage.
- Strong understanding of employment law, preferably experience of UK law.
- Good understanding of Citi policies and practices would be preferred.
Skills:
- Excellent written and numerical skills
- Strong analytical skills
- Strong team player
- Strong customer focus
- Strong focus on delivery
- Strong interpersonal and organisational skills
- Ability to effectively problem solve and work within tight deadlines
- Flexibility of approach and a can do attitude
Qualifications:
- Degree in Business, Human Resources Management or related discipline.
Exceptional candidates who do not meet these criteria may be considered for the role provided they have the necessary skills and experience.
Competencies:
- Personal Impact
- Influencing Skills
- Impact (including presentation skills)
- Teamwork
- Business Awareness
- Customer/Consumer Awareness
- Functional Awareness
- Strategic Partner
- Consulting Skills
- Valuing Diversity:
- Demonstrates an appreciation of a diverse workforce. Appreciates differences in style or perspective and uses differences to add value to decisions or actions and organisational success.