Accessability Links

Junior HR Business Partner FTC min 10 months

  • Location: London
  • Sector: Human Resources
  • Salary: £45000 - £48000 per annum + Bonus, Pension
  • Job type: Contract/Interim/Temporary
  • Date posted: 30/10/2017
  • Job reference: sc 28316
This vacancy has now expired.

A brand new opportunity to work for one of the world's leading financial services houses for an experienced and driven HR Professional.

The role will perfectly suit a candidate looking for progression, perhaps is currently a HR Advisor or a Junior HR BP? But must have experience of facing off to the business.

Must have strong influencing skills, able to push back and work with a broad and varied client group.

The successful candidate will have experience of working on various HR projects.

Role objectives

Through being deeply integrated in the business, provide proactive support to the business in building high performance and driving employee engagement, with a primary focus on supporting first and middle level line managers in their people management.

The Junior HR Business Partner position is customer facing and will perform a key role as part of the HR Business Partnering team, supporting people managers across the business through designated relationships.

HR Business Partners are accountable for the delivery of HR services into their nominated business areas and focus on supporting General Managers (M-2) in their people leadership, and Junior HR Business Partners primarily support Heads of teams (M-3) and all people managers within those teams.

The HR Partnership team includes HR Business Partnership and Resourcing, and has a generalist remit, with support provided by HR Operations and specialist insight and project management provided by Reward & Capability.

Duties & Responsibilities

  • Advise and support first and middle level line managers on the management of their teams to maximise business performance. The advice given should be practical, sensible and in line with the Employee Relations approach, should be based on a sound knowledge of employment legislation and internal policies, and should enable the manager to achieve their aim whilst being considerate of the emotional and cultural impact on the employee(s) and those around them.
  • Build trusting and effective relationships with managers within designated client groups, whilst also managing the specific needs of managers across the organisation. Coach managers to build their skills and enable them to become more self-sufficient.
  • Case manage employee relations activity i.e. absence, grievance, disciplinary, etc, from advising managers on the optimal approach, and supporting them through to a successful outcome.
  • Advise employees and managers on family related requests, including supporting throughout leaves of absence.
  • Manage the exit interview process to enable greater employee engagement and retention of existing employees; determine and improve the exit interview process, hold exit interviews and pass on relevant feedback to respective HR Business Partners and managers, and identify trends across the organisation, turning this into suggested actions/areas for attention.
  • Deliver the HR induction to new starters alongside HR Shared Services and Resourcing, and review and implement improvements to the induction process.
  • Take the HR lead in interviews and input into selection decisions, where relevant.
  • Input into shaping the group employee relations approach, ensuring it is complimentary and positively influencing on the culture.
  • Identify and implement improvements to HR policies. Continuously review and improve manager and employee accessibility to policies and associated guidance.
  • Add qualitative insights into HR analytics to inform management decision making.
  • Keep the HR Business Partners up to date on relevant activity, issues and dynamics in the respective business areas, and escalate where necessary.
  • Support the HR Business Partners on the delivery of core HR processes and the implementation and embedding of HR initiatives.
  • Work in collaboration with HR Shared Services to ensure that HR processes enable the capturing of accurate employee data e.g. cost centres, organisation structures, etc.
  • Co-ordinate, and play a role in Company-wide and local projects as and where relevant.
  • Identify HR process improvements and influence stakeholders to put into action.
  • Establish and nurture successful relationships with other functions within HR, including Shared Services, Resourcing, and Reward & Capability
  • Provide other help and support to the HR Business Partner team as and where relevant.
  • Accountable for supporting HR Business Partners, primarily by working with Heads of teams and people managers within those teams to deliver HR support across the full generalist remit:
      • Building high performance
      • Driving cultural change within teams
      • Compensation and reward
      • Talent and succession
      • Team and individual development
      • Employee relations


  • Previous HR Advisor or Junior Business Partner experience
  • Proven successful interactions with business managers
  • Experience of working in a global environment and with a multicultural workforce is desirable
  • Experience in the energy industry or in a trading environment is desirable, with a professional workforce is essential


  • CIPD qualified, or equivalent demonstrable application of CIPD qualification content
  • Knowledge (either academic or practical) in all HR functional areas including Resourcing, Reward, Performance Management, Talent Management and Learning & Development
  • Excellent working knowledge of UK employment legislation, ACAS guidelines and management practice

Who we work with

Other Clients