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Human Resources
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JR-1519 Requisition #

Job Overview
This role provides support to a Senior HR Manager (SHRM) to ensure an effective service is delivered to the business.


Who you will work with
You will work with the SHRM to provide ongoing HR support to a specified client group/s (typically a practice area and other Business Professional departments) encompassing Partners, Fee-earners, Business Professional Managers and employees for these groups. 


What you will be responsible for
You will cover a range of HR activities including, advisory, reporting and support on many of the HR processes, be it recruitment, reward, employee relations, development, diversity and inclusion as well as ad hoc projects.


What you will do
Regular Reports:
Work with the Group Administrator/SHRM to finalise HR reports to ensure that staff movements and changes have been captured accurately.


Secondments:
Work closely with Partners, the IAS team and the Group Administrator/SHRM to ensure client and international secondments are advertised, that the most appropriate Associate is selected and that the secondment terms are in place. 


Transfers:
Liaising with relevant partner/s and the overseas HR offices to agree the transfer date, before liaising with HR Direct to update systems and other relevant resources.  


Recruitment:
Work with managers to draft job descriptions for new vacancies.


Role map new roles at Executive Manager level and below.


Work with the Group Administrator/SHRM to draft recruitment authorisation forms and support SHRM with the approval process.


Attend the NQ induction to welcome NQs and brief them on career development.


Meet all new lateral joiners in Business Professionals (up to Manager level career band) and junior to mid-level Lawyers, within 2 weeks of joining, and then again at the end of their first 100 days.


Exit Interviews:
Conduct exit interviews for junior-mid level Lawyers, Business Professional managers and Business Professional staff who may specifically request an exit interview.


Maternity/Paternity:
Meet Business Professional staff (up to Manager level career band) and junior to mid-level Lawyers prior to their maternity/paternity leave.  


Assist with any flexible working requests.


Senior Associate Promotions:
Liaise with Partners to agree whether Associates are ready for promotion to Senior Associate level and update the central spreadsheet accordingly. 


Budget Headcount:
Assist the SHRM with the budget headcount and in updating budget headcount every quarter and at financial year end.


Salary/Bonus Review Process:
Assist the SHRM in the annual salary/bonus review process, as necessary.  


Appraisals:
Chasing appraisal completion for Lawyers and Business Professionals staff.  Assist Partners to upload evaluation summaries on the on-line appraisal system. 


Where appropriate assist with Partner appraisal (note taking and document completion).


Diversity and Inclusion:
Advertise events to raise awareness and attendance.  
Support the development and implementation of D&I action plans.


Work Experience (Erasmus and Referendar):
Assisting with requests received from our Partners and/or international offices to assign work experience students, as well as Erasmus and Referendar students.  This will involve liaising with Partners to agree numbers, start dates, duration, before then liaising with the Legal Support Manager to on board the students (assign an office, LSS, etc). 


Employee Relations, Performance Support and Sickness Absence Cases:
Assist with ER and performance support as well as sickness absence cases (by initiating OH referrals, supporting the SHRM to ensure any recommendations agreed from the OH reports are carried out, monitoring absence etc.).


Projects
Supporting the SHRM on ad-hoc projects as and when required.

Your career experience so far
The Senior HR Advisor will have excellent communication and interpersonal skills, with the ability to interact and influence people at all levels. They will also demonstrate a proactive approach at all times to improve services.

In addition, the Senior HR Advisor will have the ability to cope with a mixed workload with excellent attention to detail. The ability to deal with a variety of potentially sensitive issues as and when they arise will also be required as well as a high level of confidentiality.

The Senior HR Advisor will normally have a thorough working knowledge of the IT software used in the firm, in particular Microsoft Office Packages, and CC systems such as GPMS. 

It is essential that you will have gained relevant experience in a HR role where you have dealt with aspects of employee absence, performance or other employee relations issues.  

You will have a good understanding of HR policy and best practice, and an interest in employment law (working knowledge of employment law is desirable).  You must demonstrate a strong willingness to develop knowledge in all of these areas.

You will have the confidence and ability to deal with situations where there is conflict. 

Ideally, you will have a formal HR qualification e.g. CIPD or equivalent.

How we will support you
From your first day with us, you will have varied opportunities to continuously grow and develop your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

About the Firm
Whatever your area of expertise, you will find a range of career opportunities at Clifford Chance. And wherever you’re heading, Clifford Chance is where you can be true to your ambitions.

Our firm, work and people span jurisdictions, cultures and languages. In a world where commercial success increasingly relies on globalisation, we offer clients a truly international perspective, and we offer our people a rewarding and stimulating career. 

We're proud of our approachable, friendly and team-based way of working. Highly professional and self-assured, with an entrepreneurial streak, our people are more than happy to share their expertise and knowledge.


Equal opportunities
At Clifford Chance we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society. 

We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, or age.  This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm. Find out more here. 

#LI-POST #LI-WRAP #IND


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