HR Business Partner

The Maples Group (Financial Services)•Wilmington, DE

10d•Onsite

About The Position

The Maples Group is a global leader in financial services, trusted by many of the world’s largest hedge fund managers, private equity firms, and international corporations. Our side-by-side financial and legal teams consistently deliver award-winning services to a global client base, offering unrivalled learning and career opportunities to our 2,500 colleagues worldwide. We are driven to excel, and collaboration is key to our continued success. We can go further for our clients because we go further for each other too. Our inclusive culture creates an environment where people can be themselves at work while doing their best work. No matter where you work in the Maples Group, you will be part of a global team. We are looking for an accomplished Human Resources Business Partner to join our HR team as part of our financial services business in Delaware. The HR Business Partner is dedicated to provide strategic and business consultative services to the business, aiming at delivering HR solutions to business issues. The HRBP leverages technical expertise from the HR Centres of Expertise (“COE”) to deliver HR solutions (i.e., Global Talent Acquisition Team (“GTA’’), HR Shared Services (‘’HRSS’’) and Learning and Development (“L&D’’) and acts as the liaison between HR and the business.

Requirements

Minimum of 10 years of experience in Human Resources in a fast paced environment;
Minimum of 5 years of experience as an HR Business Partner
Strong experience in Project management
Strong communication and leadership skills

Responsibilities

Drive and support the embedding of the business strategies by working in partnership with the business;
Provide guidance and input on workforce planning, team restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner;
Develop strategies for people management, succession planning, and talent management for key managerial positions and for stakeholders. This is inclusive of developing a strategic approach to recruitment of key staff in collaboration with the GTA team;
Ensure the local HR Strategy is aligned with the Business Strategy and Global HR Strategy ensuring organisational objectives are achieved and aligned with the organisation’s vision, mission, values, culture and objectives;
Ensure partnership between the GTA team and internal clients to achieve our recruitment objectives. This involves identifying recruitment challenges and working closely with the GTA Manager to find solutions;
Leverage internal and external professional networks in order to achieve better talent and HR outcomes.
Anticipate workforce planning by assessing the retention rate; work closely with the business to identify recruitment needs and reasons for resignation in order to provide recruitment with a strategic alignment;
Develop a people plan for the business and its various teams taking into account the wider HR agenda and any specific people issues that may be existent within the business. This includes the implementation of talent management processes for all employees in all teams and provides thought-leadership on issues that may avail improved operation and performance of the business.;
Work with the senior management team to identify HIPO’s within the senior management team to ensure we retain our top talent by providing them with a career plan;
Develop, modify or create and implement internal HR policies and procedures and in line with local legislation;
Analyse trends and metrics in order to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones;
Drive L&D initiatives and act as the liaison between L&D and the business including participation in formal learning programmes required by the organization
Provide the day-to-day performance management guidance to the business through coaching, career development, counselling, and disciplinary actions. Keep senior management including the Regional Head/EMC member updated on progress of all ER issues;
Handle complaints, disciplinary action and litigations;
Support employee engagement by introducing mental health and wellbeing programs with the aim of ensuring our employees feel valued and connected to the organization and progress as agreed;
Support Line Manager’s with department specific training plans.