PBP Director

  • Location

    London, England

  • Sector:

    Professional Services & Consultancy

  • Job type:

    Fixed term contract

  • Salary:

    £90000 - £120000 per annum

  • Contact:

    Dominique Seal

  • Contact email:


  • Job ref:


  • Published:

    7 months ago

  • Duration:


  • Expiry date:


  • Startdate:

    December 2020

  • Client:


  • Consultant:


I'm currently looking to hire an interim Senior People Business Partner to join a highly regarded Professional Services firm for a 12 month maternity cover. Reporting into the EMEA Head of People, this role will act as the strategic and trusted People Business Partner (PBP) supporting one of the 4 client facing business communities, working with both the leadership team and consultant population. This role will work closely with the business to shape the local people strategy to align with the firm's overarching goals. The role is also responsible for contributing to global projects and leading on the EMEA strategy.

The role works within a global matrix structure ensuring balance between the geographical, business community and wider team demands. An integrated approach to the following people activities is essential to embed a culture and working practices that support our strategy - performance management, talent management, career development, succession planning, training, coaching and mentoring, headcount planning, engagement and reward

The role includes, but is not limited to;

  • Partner with the Managing Directors (MDs) to plan and execute the people strategy in support of the business community's strategy and the firm's overarching strategy
  • The PBP will be jointly accountable for the successful delivery of the strategy in partnership with the MDs
  • Introduce, lead and influence change initiatives and embed a continuous improvement approach within both the business community and the PBP team
  • Accountability for improving retention and for increasing average tenure: Cultivate and implement strategies to attract, retain and motivate talented and engaged employees. Seek regular feedback from the business
  • Work with MDs and Finance to assess headcount plans using effective succession planning. Work closely with the EMEA Talent Acquisition team to support effective hiring strategies
  • Accountability for improving diversity targets within the community and for supporting D&I initiatives across business community
  • Ensure an appropriate career development framework with regular, honest and transparent messaging around performance management and the promotions process embedding a continuous feedback culture
  • Ensure reward decisions integrate with the performance management process to drive high performance and work closely with the global team to review the firm wide compensation benchmarking information ensuring our approach remains competitive
  • Act as the conscience of the business to ensure they are aligned to the strategy and act as the 'gatekeeper' on all important people related decisions
  • Coach leaders to develop their people leadership skills and position yourself as their first line support for advice and counsel on all people related matters
  • Work closely with the EMEA People Operations Lead to proactively identify potential issues. Manage PIPs, underperformance, flexible working etc.
  • Work with the EMEA Learning and Development team to Identify training needs and deliver appropriate solutions by working with internal resources and external vendors
  • Act as a trusted and integral part of the business community leadership team and actively participate in senior leadership meetings
  • Develop in-depth knowledge of the firm's strategy, business drivers, all other business communities, geographies and culture and be able to effectively communicate these both internally and externally and perpetuate the firm
  • Work within the matrix to ensure the team is set up to effectively support the business community leaders and local market leaders across EMEA
  • Develop trusted relationships and interface effectively with senior leadership and consultants, Corporate Services colleagues and external networks
  • Sought out as a sounding board by senior leadership

Candidate background and qualifications;

  • Ideally a bachelor's degree preferred
  • Graduate degree(s) or CIPD qualification is preferred
  • Extensive experience at HR senior manager or director level, preferably within a professional services firm
  • Proven track record of adding value and taking a commercial approach
  • Experience influencing senior stakeholders
  • Solid experience of performance management, talent management and coaching
  • Strong track record of understanding people drivers
  • Change management experience
  • English fluency is a necessity and additional languages are a plus

Personal Skills required;

  • Credibility and influencing ability at an executive and C-Suite level
  • Can manage and prioritize a busy and varied workload, often to demanding deadlines
  • Focused on adding value and making a valuable contribution, suggests alternative solutions for problems and takes quick decisions when required
  • Excellent interpersonal skills with the ability to quickly establish credibility and respect
  • Demonstrates strong attention to detail
  • Team player with the ability to work independently and be accountable for results
  • Strong leadership and coaching skills
  • Strong communication skills - written and oral including presenting to internal audiences
  • High ethical, moral, and professional standards, manages highly confidential information with unquestionable integrity
  • Able to exercise independent judgment and take the initiative to identify opportunities
  • Thrives on change and the need to self-develop
  • Willing to travel both domestically and internationally when required

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