People Business Partner

Are you ready tochart your own career path With our refreshed strategy were building on our rich heritage and transforming our business to be more scalable and efficient unlocking the capabilities needed for future success. This includes significantly investing in technology streamlining the way we work and creating an environment where colleagues feel engaged empowered and accountable; where they can show up speak up and perform - because we believe in the difference our work makes.

At a glance:

Location:Cirencester Office

Workplace Type:Hybrid

Employment Type:Fixed-Term Contract

Seniority:Mid-Senior Level

Please Note: This role is offered as a 6 Month Fixed Term Contract

The People Business Partner reports to the Director of People Partnering advising and supporting on strategic people planning and organisational development. The role is responsible for communicating and delivering the HR agenda in line with overall SJP and HR strategy within a regulatory and risk aware environment. The role holder will act as an integral member of the relevant management team/teams understanding and anticipating business and organisational strategic priorities and drive strategic value to the business. They will advise and partner with relevant HR and other SME partners to create solutions in line with business priorities and engender strong partnerships between HR and the wider business through clear communication and alignment on HR matters. The role is accountable for ensuring end-to-end HR delivery of business priorities HR policy and process ensuring that these are fair inclusive and promote diversity.

• Communicate and deliver the HR agenda in line with overall SJP and people strategy.
• Lead complex and high-risk employee relations issues engaging relevant SME partners and business leaders.
• Ensure effective engagement and reporting on HR matters to relevant GEC members and their leadership teams.
• Partner with business leaders and SMEs to develop and implement workforce planning strategies including succession planning critical role and talent identification career pathways and the associated current and future development requirements to align with organisational needs and priorities.
• In partnership with leaders foster and embed SJP cultural values and behaviours that are committed to supporting employees sets the tone for leadership behaviour conduct and ethics and champions diversity equality and inclusion throughout SJP.
• Role model and set the right tone regarding SJPs culture and policies on complying with all applicable laws regulations and ethical issues.
• Leverage HR analytics to bring insight and rigour and encourage data led decision making.
• Have a good understanding of governance structures ensuring that People related risks and decisions are escalated and owned by appropriate individuals and/or committees.
• Manage and escalate (as appropriate) risks for relevant areas of responsibility ensuring full compliance with the Group risk management procedures.
• Partner with the business and relevant SMEs to identify and implement any changes to reward strategy or compensation structures to attract and retain talent while maintaining cost-effectiveness and alignment with SJP behaviours and values.
• Good knowledge of relevant regulations and the link between these and SJPs employee policies and practices including remuneration.
• Coach business leaders to ensure best people outcomes across their business strengthening senior leadership effectiveness.
• Advise and challenge business leaders to be fiscally responsible in their people related decisions ensuring alignment with SJP fiscal tolerance.
• Build and maintain effective working relationships with HR colleagues the wider SJP senior leadership cohort and other relevant parties to ensure effective co-ordination and delivery to support business and corporate objectives.
• Ensure adherence to internal policies applicable laws regulations and ethical issues including relevant requirements and expectations of the FCA PRA or other relevant financial services regulatory bodies.

A proven senior People Business Partner - able to engage at all levels across the business and exert appropriate senior authority/influence. Strong analytical thinking and able to interpret HR metrics and data into insights that inform decision making. Strong problem-solving skills with the ability to mitigate regulatory and legal risks. Previous experience of managing complex projects/change initiatives - demonstrates commercial and strategic business insight with an understanding of how the HR function intersects with SJPs business objectives market positioning risk appetite and competitive landscape. FS experience including a history of successfully delivering on HR programmes and challenges e.g. organisational design culture regulatory change and workforce planning. Able to implement/execute strategy across multiple teams while retaining a pragmatic approach and commercial mindset. Strong commercial grasp of current/future HR practices in the context of FS; awareness understanding and proactive engagement with external HR and industry trends and best practice. Experience of coaching senior leaders and managers to ensure high performance and best client/business outcomes. Strong understanding of performance management frameworks pay structures and incentive schemes employee engagement drivers cultural leavers and capability approaches.

• Must have senior People Business Partner experience in Commercial functions (eg sales investments client face GTM etc) within FS.
• Strong analytical thinking and data analysis skills able to effectively interpret HR metrics/data.
• Proven commercial and strategic business insight within FS prior experience of successfully delivering on HR programmes and challenges e.g. organisation design culture regulatory change and workforce planning.
• Experience of coaching senior leaders/managers to ensure high performance and best client/business outcomes.
• Skilled at building and maintain effective working relationships with senior leaders.
• Strong understanding of performance management frameworks pay structures/incentive schemes employee engagement drivers.
• Strong commercial grasp of current/future HR practices in FS.

Some national travel (most likely between Cirencester London locations etc.) with some occasional overnight stays. Flexibility around working hours is expected from time to time in keeping with leadership expectations at this level.

Whats in it for you

We reward youfor the work you dowhether thats through our discretionary annual bonus scheme that reflects bothpersonal and company performance competitive annual leave allowance (28 daysplus bank holidays with the option to purchase an additional 5 days) oronline rewards platform with a variety of discounts.
We also havebenefits to support whatever stage of life you are in including:

• Competitive parental leave (26 weeks full pay)
• Private medical insurance (optional taxable benefit)
• 10% non-contributory pension (increasing with length of service)

Reasonable Adjustments
Were an equalopportunities employer and want to ensure our recruitment process is accessibleand inclusive for all if you require reasonable adjustment(s) at any stageplease let us know by emailing us at
Research tells usthat applicants (especially those from underrepresented groups) can be put offfrom applying for a role if they do not meet all the criteria or have been onan extended career-break. If you think you would be a good match for this role andcan demonstrate some transferable experience please apply regardless ofwhether you tick every box.

Whats next

If youre excitedabout this role and believe you have the skills and experience were lookingfor wed love to hear from you! Please submit an application by clickingapply below and our team will be in touch.
As a businessregulated by the FCA we would advise you to familiarise yourself with theconduct regulations and in particular consumer duty obligations prior to aninterview with SJP.

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