HR Business Partner

1w1 week ago

RFI Global

London, GB · Full-time · £70,000 – £95,000

About this role

RFI Global is a data and insights company focused exclusively on financial services. It empowers financial services leaders with market intelligence drawn from over 200,000 consumer and 60,000 business interviews each year. The role is a standalone HR position leading the full employee lifecycle across UK, Australia, Singapore, and the US.

This hands-on role involves setting and executing HR strategy while delivering day-to-day operational activities. Responsibilities include managing employee queries, recruitment processes, performance cycles, and administrative requirements. The successful candidate must be pragmatic, self-sufficient, and confident at both strategic and operational levels.

Support employees and leaders in a global business environment spanning multiple jurisdictions. Partner with people managers on performance issues, terminations, and employee relations matters like disciplinaries and grievances. Collaborate with marketing on employer branding and employee content.

Drive strategic people initiatives and ensure HR practices remain compliant with employment legislation across all regions. Proactively monitor legislative changes and update policies accordingly. This position offers the opportunity to shape organizational culture through engagement surveys and training initiatives.

Requirements

Experienced HR professional with global experience across UK, Australia, Singapore, and US
Ability to lead full employee lifecycle management
Hands-on capability in strategic HR planning and day-to-day operations
Pragmatic and self-sufficient in handling employee queries, recruitment, and performance cycles
Knowledge of performance management, employee relations, and compliance in multiple jurisdictions
Proficiency in conducting investigations, exit interviews, and providing guidance on employment standards
Competency in health and safety, accommodations, and organizational HR matters

Responsibilities

Own end-to-end performance management process
Provide performance management guidance to leaders including probationary reviews and performance improvement plans
Partner with managers for terminations, departures, offboarding tasks, and exit interviews
Train and equip people managers to lead performance management confidently
Assist with employee relations matters including disciplinary processes, grievance investigations, absence management, and capability assessments
Own employee engagement process including surveys, pulse checks, feedback collation, and action plans
Manage employee onboarding and offboarding including induction programmes
Ensure HR practices comply with employment legislation across all jurisdictions and maintain ownership of HR policies