Senior HR Manager, Operations

Job Description Summary

Delivers and implements core People initiatives/projects, the people vision and the “one LSEG” ambition by partnering with senior leaders aligned to specific functional areas

Role Responsibilities & Key Accountabilities:
- Drives the People agenda within a defined area by ensuring that all people leaders are equipped and able to deliver against ongoing people leadership requirements, taking a view on internal and external talent, and coaching leaders
- Partners with senior leaders to execute on the People strategy and identify appropriate initiatives with oversight from HR Directors; challenges and makes recommendations on current People practices, working through the people implications of business decisions and influencing those decisions.
- Delivers and implements core People initiatives by partnering on projects/initiatives (e.g. employee voice strategy, D&I targets, performance and reward frameworks and succession planning with business units and divisions, improving colleague experience)
- Co-creates with the COEs, and broader business partnering colleagues to ensure People programmes and initiatives are communicated, understood and implemented consistently across the business.
- Undertakes analysis of data and provides insights to the competitive landscape and proposed interventions to help drive management decisions and catalyse change for People priorities
- Diagnoses issues within a defined business area and creates programmes of work to intervene, project managing those interventions to ensure proper focus on people aspects of the project. (e.g. fixing an attrition problem; planning the execution of a restructure, etc.)
- Drives continuous transformations and ensures that the organizational cultural intent and leadership behaviors are embedded in the functional areas
- Leads annual cyclical activities within functional area (e.g., talent review, year-end, engagement, etc.)

Qualifications & Experience:
- Degree or equivalent and / or relevant qualification including previous HR experience
- Significant stakeholder management experience
- Overall understanding of LSEG businesses and other functional groups

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Job Description

Purpose:

The HR Business Partner will be the first point of contact for all HR matters and work with the Business leaders for the assigned groups in London. The primary purpose of this role is to provide complex operational advisory/consultancy to employees, first line and senior managers with limited direction and engage with leaders to support the people agenda aligned with business growth objectives.

Key Accountabilities:

To work in a partnership capacity with business stakeholders and other functional HR leads and teams to influence and achieve business priorities.
To act as a trusted advisor, coach and consultant for senior managers to improve team effectiveness and performance.
Provides support and direction on key functional areas including Workforce Planning, Talent, Organization Design and Organizational Effectiveness.
Partners with specialist groups (e.g., Recruitment, Talent, Reward, HR operations, Employee Relations) to develop, deliver and promote initiatives that address business needs.
To support the successful delivery of the HR Cycle and Business as Usual activity such as Performance Management, Compensation Management
Be an advocate for the talent agenda with management, building knowledge and networks of talent, integrating talent with other HR processes (such as resourcing, succession planning, leadership development and learning) and promoting the flow of talent across other business units within Operations.
To actively contribute and work with the HR team to identify improvements in working and implement changes to create smoother functioning processes and a high performing HR team.
Partner with managers in driving organizational effectiveness and change management initiatives; driving employee engagement; and supporting the managers in nurturing a culture of diversity and inclusion.
Use metrics and analytics to help inform management decisions, understanding talent alignment and resource allocation, driving strategic workforce planning using predictive analytics and scenario modeling.
Effective Employee Relations management to resolve issues proactively. Handle Grievances of employees as needed by counselling and building measures to proactively eliminate these issues.
Assist in the execution of local operational people-related issues (e.g. relocations, on-boarding of new hires etc)
Lead the way in implementing change initiatives related to culture, performance, recognition and policies.
Partner with expertise partners to tackle business challenges.
Think and act strategically to resolve issues, problem solve, add business value
Approach work with a sense of urgency
Strong organizational/planning, project management, and multi-tasking skills required to deliver on time and within budget
Work independently with minimal supervision to set priorities and demonstrate excellent program /process and management skills
Work in partnership with the global stakeholders to identify, develop and implement organizations development programs.
Be a collaborative, high-energy, proactive self-starter

Skills/Experience:

Significant HR experience, with experience a global client facing HR Business Partnering role
Exposure to and experience of global and complex matrix organizations
Effective interpersonal skills, ability to influence others and manage conflict.
Effective communication and problem-solving skills with customer service mindset
Possess interviewing skills and is sufficiently analytical in order to carry out various HR initiatives (e.g., exit interviews and analyze the outputs)
Proven experience and exposure in handling sensitive employee relations and dismissal situations.
Ability to work on own initiative, is a good team player - does not work in isolation from colleagues and uses best practice from elsewhere.
Well organized and disciplined with regard to the application of HR policy, procedures and standards.
Has an eye for detail and follows the rules but uses judgment and checks when exceptions can and need to be made.
The ability to set priorities and be flexible in a changing environment, hands on individual and who could deal with ambiguity.
Strong analytical skills with the ability to use data to uncover people and business insights
Intermediate/Advanced skills in Word, Excel (Business Objects and Visio preferred/ not mandatory)

LSEG is a leading global financial markets infrastructure and data provider. Our purpose is driving financial stability, empowering economies and enabling customers to create sustainable growth.

Our purpose is the foundation on which our culture is built. Our values of Integrity, Partnership, Excellence and Change underpin our purpose and set the standard for everything we do, every day. They go to the heart of who we are and guide our decision making and everyday actions.

Working with us means that you will be part of a dynamic organisation of 25,000 people across 65 countries. However, we will value your individuality and enable you to bring your true self to work so you can help enrich our diverse workforce. You will be part of a collaborative and creative culture where we encourage new ideas and are committed to sustainability across our global business. You will experience the critical role we have in helping to re-engineer the financial ecosystem to support and drive sustainable economic growth. Together, we are aiming to achieve this growth by accelerating the just transition to net zero, enabling growth of the green economy and creating inclusive economic opportunity.

LSEG offers a range of tailored benefits and support, including healthcare, retirement planning, paid volunteering days and wellbeing initiatives.

We are proud to be an equal opportunities employer. This means that we do not discriminate on the basis of anyone’s race, religion, colour, national origin, gender, sexual orientation, gender identity, gender expression, age, marital status, veteran status, pregnancy or disability, or any other basis protected under applicable law. Conforming with applicable law, we can reasonably accommodate applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs.

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