Top Vacancy: Human Resources Business Partner – Associate level

Company Name: Societe Generale
Location: City of London
Job Type: Permanent
“People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, so you know our names, and we know yours. It’s personable, human, and inspires success through passion. By encouraging open mindedness and a willingness to share ideas, we have adapted to market changes and thrived through innovation. Bringing words like ‘hard work’ and ‘dedication’ together with ‘community’ and ‘respect’ has enabled us to work collaboratively and build our future together. We call this Team Spirit and it’s what makes us different. It’s what makes you different.”

Our Bank
Societe Generale Corporate & Investment Banking, one of the three pillar businesses of the Societe Generale Group, is present in all major markets, with close to 10,000 employees in more than 34 countries across Europe, the Americas and Asia-Pacific.

The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions.
Main responsibilities
1. Recruitment
HR advisory to the Business
HR policies enabler

2. Career Management and Mobility
HR advisory to the Business
The HR Business Partner:-
*provides training and development for managers in all aspects of performance management in accordance with PTD
*advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)

Global efficiency
The HR Business Partner:-
*strives to ensure accuracy in the HR systems of data pertaining to staff
*”knows” their client group and develops and maintains this knowledge through regular interaction with employees/managers
*conducts regular career interviews and atmosphere reviews
*advises and supports employees with regard to internal career management
*monitors difficult mobilities and formalizes an action plan when an employee has been in mobility for more than 6 months
*coordinates international assignments in partnership with the specialist International

Team, linking all stakeholders in the secondment process
HR policies enabler

The HR Business Partner:-
*encourages use of the Mobility Charter
*ensures that the international mobility policy is applied consistently

3. Talent management and promotion of managerial culture (in collaboration with HUMN/PTD)
HR advisory to the Business
The HR Business Partner:-
*ensures that the Business participates in the 360° process as appropriate
*contributes to the formalization of succession plans for key positions
*in conjunction with PTD formulates an appropriate training and development plan and influences the local training offering

Global efficiency
The HR Business Partner:-
*identifies, along with managers, talents and key resources in their client group
*gains a deep knowledge of those staff
*works with the Business to ensure that each “key” employee has a formalized personal development plan in their annual objectives

HR policies enabler
The HR Business Partner:-
*implements all talent initiatives (coming from HUMN or from the Group) within their client group
*educates and promotes the use of managerial tools (PeopleSoft, eValuation, Career Management Tool, Manager Handbook, etc.)

4. Exit Management
HR advisory to the Business
The HR Business Partner:-
*proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs, and manages any restructuring and redundancies as appropriate.
*develops and trains managers in all aspects of managing poor performance
*gathers data from exit interviews (see below) and supplies back to managers to identify trends/risks

Global efficiency
The HR Business Partner:-
*systematically carries out exit interviews, analyzing reasons for departure and providing associated feedback
*leads employee relations cases including rationalisation/redundancy plan and individual terminations when required

HR policies enabler
The HR Business Partner supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.

5. Compensation (in cooperation with HUMN/C&B)
HR advisory to the Business
The HR Business Partner:-
*delivers regular market intelligence to managers
*will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
Global efficiency
The HR Business Partner:-
*works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
*coordinates the annual compensation review for their client group with the specialist teams
HR policies enabler
The HR Business Partner:-
*supports the C&B team by providing compensation information gathered from exit and recruitment interviews
*ensures that all compensation decisions respect the Group and HUMN/C&B rules

6. Ad-hoc
The HR Business Partner may run/contribute to transversal projects as required, initiated either locally or transversally at HUMN level.


CIPD qualifications (or equivalent) essential.

Past experience
Strong generalist background with demonstrable experience in managing ER cases (inclusive of running internal grievances, disciplinaries, restructuring and redundancies etc) through to Tribunal.

*Fluent English
*French would be a plus
Technical skills
*Proficiency in Lotus Notes, Excel, Word, PowerPoint
Personal abilities
*Reliable and punctual
*Ability to think and plan ahead, anticipate needs and problem-solve
*Attention to detail
*Excellent organisational skills
*Ability to remain calm under pressure
*Bright and cheerful disposition
*Warm and friendly telephone manner with callers
*Willingness to work outside normal office hours if required
*Team player

Industry: Human Resources and Personnel
Start Date: ASAP
Salary: Competitive Package
Salary and Benefits: Competitive Package
E-mail: [email protected]
Post Date: 10/27/2013

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