Senior People and Culture Business Partner

Senior People and Culture Business Partner

London

About LPPI

One of the key priorities at LPPI is ensuring that our people work every day in an empowered, supportive, diverse, and inclusive culture. Practically, this means recognising and valuing the uniqueness of every individual in terms of background, experience, beliefs and circumstances. This starts with the recruitment process, where we partner with agencies that share our common goal and advertise on a variety of job boards to access the broadest spectrum of candidates. And once successful applicants are on board, we trust our people to work in the way that works best for them, which typically involves a mix of office and home working plus an engagement model to ensure frequent two-way feedback.

We are very proud of our culture at LPPI and the benefits it brings to both our people and the business. But don’t just take our word for it! Recently, we invited our entire workforce to describe in three words what is great about us, and they said – our people, flexibility and collaboration.

If you would like to join a company that is inclusive and forward-thinking, please read on.

Role Purpose

The Senior People and Culture Business Partner (“SBP”) supports the Chief People and Culture Officer (“CPCO”) in the creation of a fit-for-purpose people strategy and is principally responsible for the implementation and delivery of the strategy to the business through working with people managers. The people strategy underpins the successful delivery of the business strategy out to 2028 and a relevant and authentic employee proposition for existing and future employees.

The role is instrumental in ensuring all people managers positively engage with all aspects of the employee lifecycle, including recruitment, reward and benefits, employee relations, performance management and learning and development. The role ensures that people policies are followed by managers in a fit-for-purpose and pragmatic way, demonstrating a duty of care to all employees.

The SBP also supports the creation and maintenance of an empowered, supportive, diverse, and inclusive culture and challenges where observed behaviours are at odds with the desired culture.

Key Responsibilities

• Support the socialisation and implementation with managers of an appropriate People and Culture strategy for LPPI.
• Develop trusted advisor relationships with people managers to coach and guide how they lead their teams, ensuring all employee relations issues are addressed promptly and in a manner aligned with the culture and EVP.
• Provide subject matter expertise across the full employee lifecycle, e.g. recruitment, employee relations, performance management, employee engagement and exit management. Recognised for consistent, commercial, pragmatic and accurate advice.
• Manage the “Authority to Spend” recruitment approval process, stress testing the organisational design and the recruitment rationale, and once approved, instructing the People and Culture recruitment partner in initiation of the process.
• Ensure People and Culture matters are prioritised by managers, that they take due accountability for progressing agreed actions in line with prevailing policy.
• Act as a role model for the LPPI values and actively coach colleagues across LPPI to meet the required standards of conduct.
• Act as an ambassador for the firm’s employee value proposition during recruitment activities, including interviews and a gatekeeper for the firm’s culture in terms of positioning with and validating potential employees.
• Ensure that rewards and benefits are suitably positioned to attract and secure the required calibre of talent for LPPI, and that all offers made are in line with the approved salary bands and target bonus matrix.
• Drive the implementation of a performance management approach that recognises high performance and addresses low performance fairly across all business functions.
• Lead the year-end review process in terms of manager and employee communications, coaching managers throughout the exercise, ensuring key milestones are met, and governance aspects are completed.
• Partner with managers to ensure that learning and development priorities and spend align with future capability needs in each business function. Where required at the firm level, e.g. leadership development, take the lead on completion of robust learning needs analysis and sourcing external suppliers for training delivery.
• Support talent management through the employee lifecycle and specifically take responsibility for early career talent initiatives and the build out of appropriate talent pipelines for succession planning.
• Promote at all times an inclusive culture and support the delivery of the priorities defined in the ED&I strategy.
• Partner with others in the People and Culture team in their areas of responsibility to deliver the strategy in a collegiate and supportive way as one team.
• Stay abreast of industry best practices, identifying areas of improvement, recommending and implementing best practices.
• Create and maintain a strong external network of suppliers, agencies and legal advisors.
• In addition to the delivery of business partnering excellence to the defined client group, act as product lead across the whole business for learning and talent, employee relations, and engagement.

Requirements for the role

• A demonstrable track record of working in senior HR positions within multi-function, medium or large organisations.
• The capability to act as a business partner with all management levels, including C-suite and examples of value added to business strategy.
• Practical experience of managing change, ideally in financial services/investment management.
• A high degree of technical HR knowledge and resulting credibility to foster the necessary business relationships and build consensus with managers.
• Exposure to all disciplines within HR across the employee lifecycle.
• Excellent judgement and decision-making skills with the ability to deal with ambiguity and provide leadership/take personal accountability to drive solutions when the right path is unclear.
• The courage to “hold the mirror up” to managers at all levels of the organisation and intervene when needed.
• Excellent communication skills with the capability of managing diverse personalities and viewpoints.
• High levels of emotional intelligence with the ability to interact at all levels.
• Ability to coach and mentor at all levels of an organisation, helping individuals to come to their own realisations, presenting options rather than fixed opinions.
• Strong understanding of the business and the industry, proven track record of providing commercial and pragmatic business partner solutions.
• Proven ability to manage interactions with and between others with the specific goal of providing service and organisational success.
• Experience of working in a matrixed environment.
• Role model conduct that is consistent with LPPI values-aligned behaviours.
• Ideally with a relevant professional qualification, e.g. FCIPD.

Reasonable adjustments will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

So, if you’re seeking your next challenge as a Senior People and Culture Business Partner, please apply via the button shown.