Human Resources Business Partner
Citigroup Inc
Belfast, NIR
6d ago

Description

Citi Belfast was established in 2005 to provide Operations and Technology services to Citi’s Institutional Clients Group.

Based on the success of the initial Technology function, it has grown rapidly to become a key centre within EMEA, now employing 1300 across five main functions, Technology, Operations, Legal, Compliance and Human Resources

As part of this growth, Citi has recently established a new HR Professional Services Group in Belfast. The HR Professional Services Group will focus on providing HR support to client groups across the full range of the Citi businesses in the UK and Republic of Ireland.

We currently have two open positions for HR Professional Services to support our employees based in Dublin. Citi has been operating in Ireland for 50 years and employees approx.

2,500 employees. We offer a full range of corporate and investment banking service for our customers. We provide cash management, trade, securities and fund services to multinational corporations, financial institutions and public sector organizations

This represents an exciting opportunity for HR Professionals to build a global career locally in Belfast. We are therefore keen to hear from HR Professionals who are interested in helping to build out a successful HR Professional Services function.

HR Professional Services Advisor

Working as a member of the HR Professional Services Team, this role will be responsible for delivering partnership and solutions to the Irish business.

The key responsibilities for the HR Professional Services Senior Advisor / Advisor are as follows :

Relationship Management

  • Develop strong working relationships with the specialist teams to help ensure the efficient delivery of end to end processes to clients and employees e.
  • g. employee relations, legal, resourcing etc

  • Work with People Managers across business lines to ensure the effective and seamless delivery of end-to-end HR processes.
  • In many cases this will involve providing remote HR support using video conference and conference call facilities, with some travel required to the London office on occasion.

  • Work closely with HR Shared Services (HRSS) and provide approvals to key transactions, as required.
  • Performance Management

  • Work with line managers to set goals for employees, perform reviews against goals, provide high quality feedback and link compensation to performance reviews
  • Assist line managers to :
  • Address under performance
  • Develop employees to grow into new roles
  • Have difficult conversations
  • Provide advisory and training support to employees and managers during the performance management and employee feedback process
  • Drive calibration across the year end processes.
  • Employee Relations

  • Advise People Managers on opportunities and risks relating to management actions that may affect employee relations
  • Perform exit management actions (resignations, terminations )
  • Manage employee referrals to Occupational Health, feedback to managers (where appropriate), manage PHI / GIP process.
  • Provide proactive manager education to improve ER environment and mitigate risks
  • Work with managers to address employee issues and assist with performance management
  • Counsel employees on personal and work related issues that affect performance and foster policy understanding e.g. performance capability, individual consultations etc
  • Resourcing

  • Partner with Recruiting, Compensation and People Managers to ensure proposed Compensation offers to candidates are compliant with regulatory, Citi and business unit requirements.
  • Monitor recruiting data and metrics to identify trends and anticipate issues e.g. use of compensation commitments
  • Support managers to devise appropriate new-hire orientation and transition plans
  • Facilitate internal career mobility discussions with employees and managers
  • Participate in the approvals process e.g. ATO
  • Employee Reward

  • Partner with the reward team through the year end process and on reward issues
  • Partner with the reward team to ensure that reward policies and initiatives are communicated throughout the business
  • Diversity

  • Advise people managers on opportunities and risks relating to management actions that may affect Diversity and Inclusion
  • Advise Compensation Managers in Fair Pay data as part of the annual compensation process
  • Talent and OD

  • Assess capability and develop individual contributors and people managers below the senior management level
  • Manage, facilitate and deliver high potential programmes
  • Manage rotational / mobility programmes
  • Learning

  • Provide support for business team development i.e. NMAP
  • Ensure appropriate on-boarding for specific businesses or subset of individuals
  • Mobility

  • Partner with Mobility to devise a rationale for Approval purposes (includes information to facilitate relocation)
  • Dealing with complex individual negotiations
  • Risk and Controls

  • Understand and proactively manage risk and compliance across all areas of work
  • Appropriately assess risk / reward relationships when making business decisions
  • Key Criteria

  • Degree qualified in Business, HR, Law or other discipline
  • CIPD qualified, or have relevant experience
  • Sound technical knowledge of Irish and UK employment law and policies
  • Demonstrable experience of supporting people managers on a range of people activities from basic support on key people processes to complex employee relations issues which involve consultation with a range of internal stakeholders
  • Demonstrable experience of a professional and responsive approach to supporting people managers in a fast paced, complex environment
  • Solutions oriented and seen as a key enabler by your people manager population
  • Resilient under pressure with positive and enthusiastic approach to problem solving
  • Comfortable with a high degree of ambiguity and complexity that comes from working in a large corporate organisation
  • Sound technical knowledge of HR Systems, tools i.e. Microsoft Office Suite
  • Exceptional candidates who do not meet these criteria may be considered for the role provided they have the necessary skills and experience.

    Valuing Diversity : Demonstrates an appreciation of a diverse workforce. Appreciates differences in style or perspective and uses differences to add value to decisions or actions and organisational success.

    Citi is an Equal Opportunities Employer

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