People Manager
Carter Jonas · Direct employer
This is a fantastic opportunity for an experienced HR professional to play a key role in delivering our people strategy and supporting the continued success of the Firm. Working closely with the Head of People Operations, People and Performance Director, Managing Partners and senior leaders, you'll provide expert advice across a broad range of people matters while leading initiatives that enhance the employee experience and support business performance.
This role could be a great next step for an experienced HR Business Partner, Senior People Advisor, Senior HR Advisor or someone already operating at Manager level who is looking to broaden their experience and take on greater responsibility. It combines strategic involvement with hands-on delivery, offering the opportunity to influence decision-making, lead people projects and help shape the future of our People function.
We offer a competitive salary and comprehensive benefits package, including 25 days' annual leave, matched pension contributions, life assurance, and flexible benefits such as additional holiday purchase, health cash plans, and a cycle-to-work scheme. We also support flexible and agile working to help you balance your career and personal commitments.
Main Tasks
- Support the Head of People Operations in delivering the Firm's people strategy and annual People plan.
- Lead, coach and support the People Administrator and People Advisor, ensuring a high-quality, responsive and customer-focused People service.
- Partner with Managing Partners, Partners and line managers to provide practical and commercially focused people advice and support.
- Act as a trusted adviser on employee relations matters, managing a varied caseload and supporting managers to achieve positive outcomes.
- Coach and develop managers in areas including performance management, employee development, capability, attendance and organisational change.
- Lead and contribute to People projects that improve processes, enhance the employee experience and support the Firm's strategic objectives.
- Work closely with leaders to understand workforce requirements, identify talent needs and support workforce planning activity.
- Support employee engagement initiatives, analysing feedback and helping shape actions that improve the colleague experience.
- Lead and support wellbeing, inclusion and culture initiatives that help create a positive and high-performing workplace.
- Collaborate with the Talent Development team on succession planning, leadership development and talent initiatives.
- Support organisational change programmes, helping leaders and teams navigate change effectively.
- Analyse people data, trends and key metrics to identify risks, opportunities and areas for improvement.
- Work closely with colleagues across Reward, Talent Development and Operations to deliver a joined-up people service.
- Support annual people processes including pay reviews, promotions, performance reviews and talent discussions.
- Drive continuous improvement by identifying opportunities to streamline processes, improve systems and enhance service delivery.
- Ensure compliance with employment legislation, internal policies and HR best practice.
What will it take to be successful?
You'll be a confident and credible HR professional who enjoys building relationships, solving problems and making a positive impact through people. Equally comfortable operating strategically and rolling up your sleeves to support day-to-day people matters, you'll thrive in a collaborative environment and enjoy finding practical solutions to business challenges.
You'll also bring:
- CIPD Level 7 qualified, studying towards qualification, or able to demonstrate equivalent experience.
- Strong generalist HR experience, including employee relations, policy application and process improvement.
- Sound knowledge of employment law, HR best practice and risk management.
- Experience partnering with managers and senior stakeholders to deliver effective people solutions.
- Experience coaching, supporting or developing others, with line management experience desirable but not essential.
- A commercial mindset with the ability to balance business objectives and people considerations.
- Strong analytical skills and the ability to use people data to inform decision-making.
- Experience leading or contributing to people projects and change initiatives.
- Confidence using HR systems and digital tools to improve efficiency and service delivery.
- Excellent communication, influencing and stakeholder management skills.
- Strong organisational skills with the ability to manage competing priorities.
- A proactive, solutions-focused approach and commitment to continuous improvement.
- Professionalism, resilience and sound judgement when dealing with sensitive matters.
- A passion for creating an inclusive, engaging and high-performing workplace culture.
REF-230 727
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