HR Business Partner

HR Business Partner supports specific functions (2 streams – 170 people) within a company; works closely with management and employees "on the front line," providing hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward within specific company functions, while always ensuring they align with a company's business objectives.

HR Business Partner must be able to work at all levels of the HR “stack” — strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production and actively participates in the functional leadership teams as a partner to the business.

Main duties and responsibilities

As an HRBP, you will:

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business
• Provide thought leadership regarding organizational and people-related strategy and execution
• Provide timely information and/or education for all levels of a company on HR issues
• Educate, coach, and partner with managers on performance management and employee development goals
• Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development/design
• Participate in the continual development of HR programs & processes, such as retention, compensation, benefits, Learning & Development
• Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results
• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction
• Lead core HR processes across products (performance calibration, compensation cycle, promotions, Engagement Survey, )
• Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group
• Workforce Planning – conduct periodical review of current workforce ensuring compliance and alignment with company procedures and standards

About you

• At least 2-3 years of experience in HRBP role
• Excellent English skills required
• Excellent knowledge of employment law- ability and willingness to transfer this knowledge
• The ability to resolve conflicts and difficult issues / experience in managing employee relations matters
• A proven ability to deal with confidential and sensitive information
• Strong interpersonal skills with the ability to exercise tact and diplomacy when dealing with stakeholders
• Highly motivated with a proactive 'can do' attitude. You will have a collaborative working style, able to work on own initiative as well as part of a wider team

About us

We're a global law firm helping our clients achieve their goals wherever they do business. Our pursuit of innovation has transformed our delivery of legal services. With offices in the Americas, Europe, the Middle East, Africa and Asia Pacific, we deliver exceptional outcomes on cross-border projects, critical transactions and high-stakes disputes.

At DLA Piper, we understand that inclusion is not a one-size-fits-all concept. We embrace and celebrate the range of perspectives, backgrounds and experiences that each individual brings to our firm. By fostering a culture that welcomes and appreciates all aspects of our individuality, we ensure that everyone has the opportunity to succeed.

Our commitment to inclusion and positive social impact enables us to provide exceptional service to our clients and communities, while nurturing a unique and inclusive culture for all our people. We welcome the unique contribution that you will bring to our firm and actively encourage applications from all talented people – however your talent is packaged, whatever your background or circumstance and regardless of how you identify.

We are committed to being accessible and accommodating any reasonable adjustments needed throughout the recruitment process to ensure an inclusive experience for all. If you need any support or adjustments, please let us know.

Where local legislation permits, we will conduct relevant pre-engagement screening checks prior to your first day.