Senior HR Business Partner (Maternity Cover)

The roleYou will partner with the Regional Partners and stakeholders to develop and deliver people priorities aligned to the firms people and talent strategy and the practice area strategy.Who you will work withYou will work closely with the Regional Head of HR & Talent (RHRD) Regional HR Team members Communities of Expertise (CoEs) global service delivery teams and the broader HR function to deliver high impact and highly efficient people priorities and processes. You will work closely with and may also manage coach and develop members of the Middle East and Turkiye HR team.What you will be responsible forYou will build trusted advisor relationships with Partners and stakeholders e.g. Regional leadership teams to develop and deliver the priorities aligned to the firms people and talent strategy.What you will doThe below key responsibilities are to be carried out in line with the global People and Talent Strategy together with any additional regional HR strategic priorities.People and Talent StrategyPartner with key stakeholders to develop and deliver the people and talent strategy aligned to the practice area/regional business function strategy.Partner with key stakeholders to embed the firms people priorities across the practice area bringing together outputs of key regional processes shaping the regional talent agenda (e.g. succession planning) and working on key talent processes.Actively contribute to the people strategy formation by representing client groups collaborating with relevant HR colleagues (regionally and globally) and bringing market knowledge of leading practice HR to shape and deliver global and regional HR projects linked to the strategy.Be a trusted advisor to key stakeholders providing HR support coaching and direction on HR related and people issues.Manage lead and develop HR team members in implementing the people strategy with due regard to all applicable policies; monitor the quality and timely delivery of all activities and support the professional development of the team.Lead and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.Oversee the strategic Early Talent programs for the region and be an ambassador for these schemes in the market.Financial Management Risk Data and AnalyticsWork with key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.Understand and interpret business and commercial metrics and combine this with relevant interpretation of people data analytics and reporting to support and optimise effective decision making.Use broader data from other sources of employee listening 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.Employee RelationsBe a trusted advisor to the senior stakeholders on employee relations issues anticipating risk and likely consequences and identify early interventions.Provide where appropriate confidential employee counselling guidance and coaching with the aim of resolving situations informally when possible.Provide input to help shape employee related policies to ensure all employee related policies are implemented fairly and consistently.Provide guidance and support in relation to ER for Partners and stakeholders.Performance ManagementSupport Partners and stakeholders through the performance and reward frameworks and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied across the region and which align to the firms performance and reward strategy.Support leaders with specific performance management as needed e.g. poor performance probations.Talent ManagementWork with key stakeholders to develop a regional resourcing plan that anticipates demand and capacity needs future skills and attrition including analysing data identifying trends and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure.Use exit themes and other forms of employee data points (e.g. engagement) to develop drive and embed solutions with key stakeholders that will drive change to attract retain and motivate talent.Lead on talent and potential programs to identify critical talent segments for the future including collation and analysis of key themes gaps and actions including development.In conjunction with the relevant CoE develop design conduct impact analysis and create and deliver implementation plan for changes to structure roles and workforce transition.Career DevelopmentUse outputs of talent reviews employee listening people data and analytics succession planning etc. to identify career development opportunities and plan for key roles high performers and diverse talent.Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outs