People Business Partner

Description:

LMAX Group is looking for a highly skilled, pragmatic and commercially minded People Business Partner to join our London office and support senior leaders on a global scale. The People Business Partner is a senior, trusted advisor to leaders and managers across various departments with global reach. Operating with autonomy, you will translate commercial and operational priorities into pragmatic local people plans, lead on complex employee relations and partner across a diverse stakeholder landscape to raise the quality of leadership and people decisions.

 

This is a generalist partnering role spanning the full employee lifecycle, underpinned by strong employment law expertise and a commercial, solutions focused mindset. This role will also take the lead on employee engagement and wellbeing across the business. You will balance the needs of senior stakeholders with those of the wider workforce, often across multiple locations/time zones and competing priorities.

Responsibilities:

Strategic business partnering

• Build credible, trusted relationships with leaders and managers, acting as a sounding board on all people matters.
• Translate business strategy and the wider people strategy into deliverable localised/departmental people plans, covering performance, talent, organisational design and workforce planning.
• Coach and constructively challenge managers and senior stakeholders to lift the standard of leadership and decision making.
• Using data to create insight and influence across the business, along with identifying opportunities for automation or AI development.
• Partner with our wider People & Culture teams to ensure alignment with business demand and provide stakeholders with a seamless people experience.
• Support and challenge leaders to build high performing, inclusive and scalable teams that create measurable impact.

Employee Relations

• Lead and advise on the full range of employee relations matters; disciplinary, grievance, performance management, absence, and complex or sensitive cases, ensuring the management of legal risks and reputational risks pragmatically.
• Ensure cases are handled fairly, consistently and in line with the applicable country’s local labour/employment laws, internal policy and good HR/best practice.
• Build manager capability to handle routine ER matters at source with confidence.
• Identify areas for policy improvement and support the development/update of current people policies and procedures.

Stakeholder Engagement

• Navigate and influence a complex stakeholder environment, building alignment across groups with competing and differing needs.
• Provide leaders with valuable people related data to drive insight into trends, areas of concern or ways to improve workforce capability.
• Partner credible with senior leaders while balancing the interests of the wider employee population.
• Manage expectations and broker pragmatic outcomes where priorities diverge.
• Become integrated into departments to bridge the gap between People & Culture and the business.

Project and change delivery

• Lead and contribute to people projects and change initiatives, for example, restructures and consultation, policy development, and cyclical processes such as pay, performance and engagement cycles.
• Where required, own projects end-to-end, working to clear deadlines, deliverables and measurable outcomes.

Employee Engagement & EDI

• Use engagement data and insight to identify themes, and partner with leaders to design and drive targeted action to enhance engagement and, retention and satisfaction.
• Act as the lead for Employee Engagement and EDI activities across the globe, developing engagement plans and the strategy for the business, including a yearly wellbeing/event calendar.
• Organise wellbeing events, supporting the global people partners to deliver employee centric wellbeing initiatives that support a positive working environment and drive wider engagement.
• Managing supplier relationships and seeking opportunities for new wellbeing initiatives to enhance our employee experience.

Requirements:

Essential:

• Minimum of 7 years progressive HR experience, with a focus on business partnering with proven experience as a commercially minded and strategic HR professional either as an HR generalist or HR Business Partner, with the ability to operate in a global environment.
• CIPD Level 7 qualified or equivalent.
• Proven experience implementing companywide Employee Engagement and EDI initiatives, with experience of organising wellbeing events and creating a yearly wellbeing calendar with deliverables.
• Experience in financial services is essential. Experience in financial technology (fintech) or digital assets/cryptocurrency markets would be advantageous but not essential.
• Experience of building and managing relationships with key stakeholders at an ExCo level (CEO -1).
• Strong understanding of employment law and regulations across EMEA.
• Strong demonstrable experience dealing with complex and varied employee relation issues, including managing and advising on cases start to finish.
• Strong analytical skills, with the ability to interpret data and provide actionable insights.
• Familiarity with AI tools, HRIS and comparable HR systems.
• Experience of mentoring junior professionals.
• Exceptional communication and interpersonal skills.
• Self-motivated and able to work under autonomy or as part of a team.
• Ability to work effectively in a fast-paced, dynamic environment.
• Knowledge of data privacy laws (e.g., GDPR)

Desirable:

• A chartered member of the CIPD
• Global experience would be advantageous.
• Experience of working in differing organisations including sector variety and headcount.

Benefits:

• 25 days of holiday 
• Bonus 
• Pension contribution 
• Private medical, dental, and vision coverage 
• Life assurance 
• Critical illness cover 
• Wellness contribution program with access to ClassPass 
• Plumm Platform 
• Five volunteering days 
• Give as You Earn initiative 
• Learning and development programs 
• Electric Vehicle Scheme 
• Cycle to Work Scheme 

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Have you led or implemented wellbeing, EDI and engagement strategies? Please explain. *