HR Business Partner

This is a HR Business Partner role with one of the leading companies in AU right now 🔥 -- Clifford Chance -- with an amazing team. They are continuing to grow rapidly. This is the chance to join right as the 🚀 takes off.

More About the Role at Clifford Chance 🧐🧐

**The Role** You will partner with the Senior HR Business Partner and relevant key stakeholders to deliver people priorities aligned to the firm's People and Talent Strategy. **Who you will work with** You will work closely with the Senior HR Business Partner, as well as other members of the wider HR team to deliver high impact, highly efficient people priorities and processes. You will build trusted advisor relationships with key stakeholders. **What you will be responsible for** You will be responsible for the Early Careers Program in the Australian offices. This includes aligning with regional and global practices while delivering a robust program that attracts and retains the brightest and diverse talent. You will build trusted advisor relationships with key stakeholders to deliver the priorities aligned to the firm's People and Talent Strategy. **What you will do** The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities. **Early Careers** - With oversight from the Senior HR Business Partner manage the end-to-end graduate recruitment process for the Australian offices, including clerkships, university liaison, marketing budget and event management. - With oversight from the Senior HR Business Partner manage the early careers program for Clifford Chance Australia. This includes but is not limited to, attraction and retention; training and development; employee relations; graduate secondments, other graduate related matters; etc. - With guidance and direction from Senior HR Business Partner, act as a trusted advisor to key stakeholders on graduate issues and identify early interventions.  - Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible. **People and Talent Strategy** - Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior HR Business Partners and key stakeholders on key talent processes (e.g. compensation). - Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues. - Mentor and develop the Senior HR advisors in implementing people priorities and applying policies consistently, as well as monitoring the quality and timely delivery of activities. - Work with Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required. **Organisation Design** - Work with Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition. **Employee Relations** - With guidance and direction from Senior HR Business Partner, be a trusted advisor to key stakeholders on low-risk employee relations issues and identify early interventions.  - Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible. - Respond to queries and provide guidance in line with our policies and procedures. - Support Business Professional staff (up to Executive Manager level career band) and mid-senior level Lawyers prior to and on return from their parental leave. - Provide guidance and support in relation to ER issues for Business Professional staff (up to Executive Manager level career band) and mid-senior level Lawyers. **Financial Management, Risk, Data and Analytics** - Work with Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy. - Assist Senior HR Business Partner to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, inclusion focus groups, etc to give a broader perspective and insight on inclusion and wellbeing across the Practice Area/Business Function. **Talent Management** - Assist Senior HR Business Partner to deliver talent pipeline reviews identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development. - With guidance and direction from Senior HR Business Partner. Support key stakeholders through the 3 Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy. **Career Development** - Assist Senior HR Business Partners to identify development needs of managers and objectives to be achieved and provide ongoing support and solutions to ensure continued development. **Compensation** - Work with Senior HR Business Partner and Reward CoE, to execute the year end compensation processes. **Talent Acquisition** - Liaise with key stakeholders to understand the business case for recruitment and oversee and input (where required) into the recruitment approval process including data to support. - Take lead on the review of job descriptions and role mapping, taking inputs from Reward CoE as necessary. - Meet all new lateral joiners in Business Professionals (up to Manager level career band) and mid-senior level Lawyers, within 2 weeks of joining, and then again at the end of their first 100 day to deliver the new joiner induction. **Exit Management** - Conduct exit interviews (where appropriate) up to Exec Manager and mid-senior level associates, using exit themes to highlight key issues to the Senior HR Business Partner and key stakeholders that will drive change to attract, retain and motivate talent. - Identify and escalate any ER related issues to the Senior HR Business Partner and Head of Employee Relations. **Inclusion** - Work with Senior HR Business Partner to embed the inclusion objectives and action plans for business, in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent. - Proactively build knowledge and understanding of the key inclusion pillars and strategy in order to speak confidently and competently. **Wellbeing and People Experience** - Work with the Senior HR Business Partner to embed the wellbeing and people experience objectives and action plans for business. - Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently. - Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.  Qualifications **Your experience** **Skills and Experience** - You will have experience of managing a graduate program in a legal or professional services firm. - You will have a proven track record of developing and implementing HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance. - You will have flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.   - You will be an experienced HR Manager/HR Business Partner, ideally having worked in a professional services organisation. Experience of working in a matrixed / global environment is desirable. - You will have gained significant operational experience, and you will now be looking for a role that combines working at both an operational and strategic level. - You will have experience of partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables, striving for positive results and engaging others in the journey. - You will demonstrate strong commercial awareness. **Qualifications** - You will ideally have formal HR qualifications e.g. CIPD or equivalent **How we will support you** From your first day with us, you will have varied opportunities to continuously grow and development your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

🚨🚨 If you don’t think you're a perfect fit, you should still sign up to Hatch and create a profile, we'll match you to other roles that suit your profile.

Hatch exists to level the playing field for people as they discover a career that’s right for them. We model this in our hiring process for our partners like Clifford Chance.

✅ Applying here is the first step in the hiring process for this role at Clifford Chance.

We do not discriminate on the basis of gender identity, sexual orientation, cultural identity, disability, age, or any other non-merit factors. To put it simply, Hatch is for everyone.