Global HR Business Partner – VP – Fixed Term Contract (12 months)

Global HR Business Partner – VP – Fixed Term Contract (12 months)

London

Who We Are

GP Bullhound is a leading technology advisory and investment firm, providing transaction advice and capital to the world’s best entrepreneurs and founders. Founded in 1999 in London and Menlo Park, the firm today has 12 offices and 150 employees across Europe and the US. For more information, please visit www.gpbullhound.com.

Your Role

We are seeking a strategic and results-driven HR Business Partner to join our team, providing a 12-month maternity cover and playing a critical role as a global generalist in our exciting business. The ideal candidate will serve as a trusted advisor across the investment banking and fund businesses, providing HR expertise and support to drive business objectives forward. This role will be instrumental in executing initiatives that enhance talent management, training, performance, employee relations and reward. Reporting to the Chief People Officer, this is an incredible opportunity for a skilled BP to work alongside the HR team and other key functions (COO, Finance, Legal, Marketing) to serve a global business and have an impact across the full employee life cycle.

By delivering a creative, pragmatic, and best-in-class HR service to GP Bullhound, you will play a pivotal role in growing this dynamic business and strengthening the unique and entrepreneurial environment that we pride ourselves on.

This position is a fixed-term contract for 12 months, with the possibility of extension based on business needs and performance.

General Responsibilities

• Work proactively with the business and line managers to help them achieve business results and goals through the effective management and leadership of their teams.

• Function as a trusted advisor to GP Bullhound stakeholders on employee relations matters, including performance management, conflict resolution, and disciplinary actions across offices in Europe and the US.

• Drive initiatives to enhance employee engagement, retention, and morale through effective communication, recognition programs, and feedback mechanisms.

• Develop people practices supporting the future of the company, specifically in relation to organisational structure, culture, reward, talent management and working practices.

• Promote our employer brand by ensuring best in class employee induction and ongoing experience across all employee levels and countries.

• Proactively coordinate effective staff communication and execute on key HR programs and talent processes that engage employees across the globe.

• Manage the “day to day” across the HR spectrum, being the go-to for employee queries, ideas and information.

Day-to-Day Responsibilities & Key Projects

• Business Partnership: serve as a trusted advisor and strategic partner to business leaders and managers globally. Build strong relationships across the organization to understand business needs and proactively address HR challenges and opportunities. Provide guidance and coaching to employees around questions related to employment, career development, benefits, payroll, onboarding, policies, holiday etc.

• Employee Relations: Oversee employee relations matters globally, ensuring fair and consistent application of policies and procedures. Provide guidance and support to managers on employee performance, disciplinary actions, and conflict resolution.

• Performance Management: manage the annual performance review process which includes partnering with managers and employees to execute the year-end review cycle, communicating key steps and dates to staff, collecting promotion nominations and hosting calibration meetings with key leaders.

• Probation Management: as part of new hire onboarding, monitor new employee performance and work closely with managers to address any performance concerns.

• HR Operations: drive operational excellence in our processes and systems – oversee benefits enrolment/offboarding, pension requests, parental leaves, and HRIS implementations or upgrades as needed.

• Training: Management and coordination of the firms Training Academy. Identify training needs, developing learning initiatives, and supporting and managing employee skills and career development through ongoing support to relevant L&D programmes.

• Engagement: manage and review engagement strategies, most notability the employee pulse survey, and implement actions to increase engagement scores. Sharing results with managers to identify areas of risk and opportunity.

• Compensation: actively support the annual Remuneration Committee and compensation review, followed by delivery of compensation to employees. Partner with the Finance team by providing monthly payroll updates for those being onboarded or offboarded, and information on any special situations or compensation agreements.

• Benefits: Provide global benefits support to employees and work with providers/brokers to work through queries and/or issues and manage benefits renewal processes.

• On-boarding & Off-boarding: lead the onboarding process, creating schedules, enrolling employees into benefits, payroll, pension and sharing policies, and facilitate orientation sessions. Manage effective off-boarding and exit interviews, providing feedback where appropriate to leaders. Measure attrition trends and provide leaver analysis to leadership.

• Leadership Events: manage and execute the firm’s annual Partner Day event.

• Reporting & Data Management: Create, amend, and distribute HR documentation, compile and produce reports and spreadsheets as and when required. Ensure HR data, files and documentation is maintained appropriately and accurately on HR systems.

• Ad Hoc Requests: for stakeholders which may come in the form of reports, data requests, employee reference requests, etc.

Your Experience

• Bachelor’s degree and CIPD or other similar HR qualification desirable.
• Proven track record as strong generalist with global responsibility. Experience working for a multinational company and/or withing financial services preferable.
• A proactive self-starter, comfortable and confident running independently with HR processes and programs end to end.
• Proven experience of executing full cycle end of year performance management and remuneration processes.
• Excellent interpersonal and communication skills, with the ability to influence and collaborate effectively at all levels of an organization. Skilled at developing rapport and managing conflict, resulting in productive relationships with employees and leaders.
• Discreet, professional, articulate and commercially aware, with a strong eye for detail.
• An agile generalist who can seamlessly balance and prioritize across strategic projects and in providing the more day to day, “keep the lights on” service.
• Demonstrated experience in both strategic HR advisory and hands-on, roll up-sleeves execution.