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Interim Head of HR

Our client is a Global Corporate Bank looking to hire a Head of HR Business Partnering within their Technology division.


The main responsibilities of the role is to work in partnership with business leaders as a real business player, contributing to the development of the business area's agenda and strategy


To be an active and influential player enabling the effective diagnosis of business issues/ strategy and goals. To be able to initiate, design and brilliantly execute integrated people solutions that address key business drivers


To challenge, provoke and coach business leaders on how to engage employees and address resulting people issues and build people capabilities effectively. To drive the raising of the performance bar and build a strong and rigorous development culture

Main Accountabilities

Strategic Partnership

To work in partnership with business leaders as a real business player, contributing to the development of the business area's agenda and strategy looking outside people issues and contribute to the leadership of the business area

To be an active and influential player enabling the effective diagnosis of business issues/ strategy and goals, turning these into People Plans with integrated interventions and solutions that deliver against the key business priorities and which drive a high performance culture

Take a proactive role in the development of the Group People Strategy and lead the implementation of this and other major change, within business areas. Drive business leadership teams, through the interpretation of the Group's people agenda turning this into real action and plans that are aligned to the Goal's of the Group and the business area and which drive and embed lasting change

To provide active leadership, in partnership with business leadership teams, on HR issues such as reward, employee relations, talent, performance, organisation development/change, culture, leadership and learning and development

To challenge, provoke and coach business leaders on how to engage employees and address resulting people issues and build people capabilities effectively. To drive the raising of the performance bar and build a strong and rigorous development culture

To be able to initiate, design and brilliantly execute integrated people solutions that address key business drivers, excelling at bringing together the resources within the business areas, HR teams, Shared Services and the Specialist Practice to achieve that brilliant execution

Team Leadership and Capability Development

Provide clarity of vision and leadership to the HR Business Partner team, ensuring clarity on objectives and deliverables and providing coaching and support to build world class capability in the team

As a member of the BU leadership team, make an active contribution to the wider leadership agenda in building functional capability and engagement

Governance and Risk Management

Take lead accountability for partnering with business leaders in maintaining and monitoring the Group Standard for People risk within the business area, identifying potential breaches in standards and initiating action to address these.

Take lead accountability for HR compliance within the business area for all FSA regulatory requirements in partnership with Group Compliance and Business Leaders.

Technical Skills/Competencies

Good understanding in the HR functional specialisms with an in-depth knowledge of:

Employee relations, reward, performance development/management

Talent management, employee communications, organisation development

Leadership/culture, resourcing, diagnosis, training & development

Knowledge and Expertise (relating to specialist knowledge and expertise required to undertake the role. May include knowledge of the Bank's products, services and policies)

Organisational Diagnosis - the ability to monitor and interpret internal and external trends/issues and translate this into people solutions that will deliver business goals

Influencing (coaching and facilitation) - the use of personal credibility to communicate complex issues simply and compellingly to successfully influence senior business leaders. The ability to establish a position of trust with senior leaders to provide interventions and counsel that drives up team and individual performance

Transformational Change Management - future focused, catalyst for change - builds confidence and an appetite to deliver change at pace focusing business leaders on developing the right talent, capability and culture

Commercial Management - excellent understanding of the business environment and the effective application of business processes, combining this with a unique people perspective

Delivery Management - the ability to make a measurable impact on the business, orchestrating networks and knowledge effectively to consistently deliver the HR agenda and exceed business expectations

Experience, qualifications and other requirements specific to the role

Essential

Proven track record and relevant experience in either business partnering or consultancy

Commercial Management - working in business teams, diagnosing and implementing people strategies to deliver business strategies. Deep HR expertise and commercial knowledge to rapidly build credibility and influence at the most senior levels

Transfunctional experience - leading change across functional or business boundaries, addressing cultural issues and building organisational capability.

Talent Management and Development - developing and implementing a talent management strategy to raise the performance bar and upgrade capability. Experience of coaching senior leaders and facilitating senior teams

Preferred

Graduate with additional CIPD or equivalent qualification

Experience of major business restructuring and/or managing the people implications of a merger or acquisition