Reporting into the HR Director and a key member of the People & Culture leadership team, the role is accountable for three principal areas of responsibility :
HR Advisory leadership of the HR Business Partnering and Advisory teams, ensuring we provide both strategic and operational support to key business stakeholders.
This will include strategic workforce planning, talent management and connecting the firm and its people strategy to enable the firm to achieve its growth ambitions.
Reward & Recognition working closely with the Reward Senior Manager to position Mazars competitively against the external market and ensure that cyclical activities (such as pay, bonus and benefits reviews) are delivered in a timely manner, engaging with key stakeholders (such as the CFO and Service Line Leaders).
HR Services Centre leadership of the HR Services Centre (offshored, based in Delhi, India) ensuring that people operations are efficient and mitigate risk.
You will be responsible for driving improvements across the firm's HR Information System, data management, policies, and procedures, reporting and analysis, bringing insight through people metrics, and ensuring the end user experience is optimal.
Role & Responsibilities
Build the team of the future
Oversight of strategic workforce planning and talent pipeline, identification of future leaders and collaborating with the Education & Learning team on their development.
Develop strategies for longer term succession planning into critical leadership roles.
Support the development of inclusive talent pools across all grades, service lines and strategic markets to foster a culture where career progression is based on merit and strengths, from Trainee through to Partner
Development of key metrics and innovation around internal and international mobility.
Oversight of our approach to contracts of employment, policies, and procedures to provide support to Partners and team members in line with our values.
Liaison with senior internal and external stakeholders (such as the Regulator and ICAEW) to ensure reporting and any internal or external audit requirements are met, and key trends and risk areas are identified and addressed.
Point of escalation for complex and sensitive ER cases when required.
Strategic planning around compensation cycles, ensuring a relevant and competitive total reward approach in order to attract and retain existing and future talent.
Leadership of offshore HR Services Centre team to ensure that they are a fully integrated part of the People & Culture team and have clarity around role & process.
Drive change where required to implement SLA's, ticketing system and appropriate team structure and processes to meet the needs of the firm, and to ensure that there is a real focus on data quality, and provision of insight through data.
Technology leadership of the firm's HRIS, making improvements for both the firm and users. Strong focus on data quality and management to deliver greater insight through data.
Responsibility for business partnering with Strategic Market Leaders to align people agenda with go to market strategy.
Oversight of key transformation and change management programmes such as restructures and key people related projects.
Mentor and develop the Reward, Advisory, HR Business Partnering and HR Services Centre teams, instilling a standard of excellence.
Creation and maintenance of progressive people policies and procedures to support the creation of an inclusive and outputs focused culture.
Regularly audit and review all relevant processes to ensure they are robust, appropriate and mitigate risk.
Senior stakeholder engagement on reward philosophy such as LTIP, retention, competitor analysis & bespoke arrangements where appropriate.
Oversee all relevant third-party relationships across the team (such as the HRIS provider), providing regular insight around costs, value and delivery.
Responsibility for HR technologies & systems, bringing new ideas and innovative ways to use technology into the firm, as well as driving value from existing technologies, leveraging our current HRIS to continually improve the user experience and to provide timely insights across the business on all people related matters.
Thought leadership on use of technology to improve user experience, data quality and reduce inefficiency, and lead the review of the existing HRIS and make recommendations to ensure the platform is suitable for the firm's needs.
Leverage technology to drive better intelligence, insight through data and in the medium-term predictive analytics.
Promote a culture and the skills that encourage innovation and creative thinking, better enabling client facing teams to help solve problems for their clients.
Create and maintain a suite of reporting and KPI's which provides regular and appropriate data to key stakeholders in a timely manner on insight to support decision making and to assess ROI across the people agenda.
Your Skills, Experience, and Knowledge
Behaviours consistent with Mazars values, a positive individual who can demonstrate they are truly a team player and a key part of the People & Culture team.
The ability to contribute to the strategic direction of the People & Culture team, bringing external insight and operating as part of the management team.
The ability to lead, motivate, engage challenge and support not only their own team, but those in other teams around them.
Demonstrable experience managing all aspects of compensation, employee relations and people operations, across different disciplines and industries (Professional Services experience is a nice to have).
A keen interest in the use and application of technology, creativity and innovation, sound data analytics experience and the ability to generate insight through systems and tools.
Strong communicator and influencer who takes the time to understand key stakeholders and the needs of their clients and take the appropriate action to support the strategic goals of the business.
A track record of developing appropriate and relevant programmes, external relationships and high-quality processes to support the long-term strategy of the business.
Inclusion at Mazars
At Mazars inclusion is central to our values. We recognise that being an inclusive organisation makes us stronger as a business.
We seek to attract and recruit people who reflect the diverse nature of our clients and communities, regardless of sexual orientation, gender identity, ethnicity, nationality, faith or belief, social background, age and disability.
Mazars selects candidates based on skills, qualifications and experience.We are open to having conversations about flexible working.
Our client-facing professionals can often be required to travel regularly or may be based at client sites, but our approach to agile working can help achieve a lifestyle balance without compromising on client service.
We welcome applications from those returning to employment after a break from their careers.