عن الوظيفة
The role You will partner with Partners and stakeholders to develop and deliver people priorities aligned to the firm's people and talent strategy, and the Global Product Group (GPG) strategy. Who you will work with You will work closely with the Global Head of HR - Products, HR team members, Centres 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 for You will build trusted advisor relationships with Partners and stakeholders e.g. local leadership teams to develop and 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 local HR strategic priorities. People and Talent Strategy Partner with key stakeholders to develop and deliver the people and talent strategy aligned to the GPGs and global People and Talent strategy. Partner with key stakeholders to embed the firm's people priorities across the GPGs, shaping the talent agenda (e.g. succession planning) and working on key talent processes.
Actively contribute to the people strategy formation by representing product groups, collaborating with relevant HR colleagues (in the Middle East and Turkiye and globally) and bringing market knowledge of leading practice HR to shape and deliver 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 strategic projects aligned to People and Talent strategy as and when required. Support the Early Talent team to deliver key programs, where required, and be an ambassador for these schemes in the market.
Financial Management, Risk, Data and Analytics Work 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 GPGs. Employee Relations Be 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 Management Support Partners and stakeholders through the performance and reward frameworks and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied across the market, and which align to the firm's performance and reward strategy. Support leaders with specific performance management as needed e.g. poor performance, probations.
Talent Management Work with key stakeholders to develop a 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 Development Use 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 outside their function
مصدر الوظيفة: صفحة التوظيف الرسمية لصاحب العمل.
