HR Manager at Baker McKenzie

To deliver against the strategic focus of the in-market operations of the Firm's People function for the Johannesburg office, which enables the office to attract, develop, and retain top talent, both fee earners and PBS professionals. To carry out the strategic focus of the in-market Talent Management operations of the Firm's People function with consistently high standards and client service orientation. To provide oversight to the recruitment, compliance and governance and HR administration requirements of the People portfolio.

Main Responsibilities

Main Outcome 1: Talent Management

• Work with the Johannesburg office leadership, Director of Talent Management - EMEA, Specialist Functions and Global End-to-End Services to support the development and delivery of a compelling Talent Management strategy across Johannesburg , consistent with local market demands and dynamics as well as practice group needs
• Implement the Firm's response to its employee surveys in Johannesburg , working closely with the Director of Talent Management - EMEA to enhance employee engagement and continue to strengthen the People strategies in the office
• Represent high standards and values for the People function in Johannesburg and embody shared values of collaboration and exceptional client service to all internal clients across the Firm
• Partner closely with our specialist People functions (Learning & Leadership, Careers, Performance and Rewards, Diversity and Inclusion, Recruitment & Mobility) to ensure our internal and external talent strategies align with the requirements of the business and implement global best practices in Johannesburg 
• Work closely with the Recruitment function to ensure seamless transition post offer acceptance
• Provide input to the Firm's global Talent Management strategy by partnering with the Director of Talent Management - EMEA, as well as other leaders within the Function, to share ideas, collaborate, innovate and create a best-in-class environment for all the Firm's employees
• Manage and oversee relationships with external vendors 
• Create a positive and proactive environment in the Johannesburg office, consistent with the Firm's values and policies
• Identify opportunities to improve performance and potential capability of the Firm and share with the Director of Talent Management - EMEA, enabling employees to deliver to the best of their abilities and work towards the next steps in their careers
• Support organisational change and improvement across human resources, performance management and compensation, workforce planning, career development and succession planning via the Talent Management business partner network in the Firm
• Serve as a confidential resource for employees regarding sensitive issues and work with internal and external employment counsel to resolve complex human resources/talent management issues and sensitive employee relations issues, including reviewing all business professional and timekeeper termination decisions in advance of notification. When appropriate, involve the Director of Talent Management - EMEA
• Support global development and promotion processes in Johannesburg by working closely with the Director of Talent Management - EMEA, to ensure that all processes are implemented locally
• Other duties as assigned to develop and drive Johannesburg and EMEA strategy

Main Outcome 2: Employee Relations

• Works closely with partners and line managers, providing them with expert guidance, coaching and support on the full range of HR activities in order to ensure a consistent and fair approach to people management throughout the office
• Keeps up to date with legal developments and advises management on compliance and risk factors
• Provides advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of best practice and employment legislation
• Manage the Employee Forums ensuring consultation and communication practices are routinely adopted to enable management to make effective decisions and successfully implement proposals

Main Outcome 3: Compensation and Benefits

•   Gathers and analyses market data through participation in surveys to measure the competitiveness of the office’s compensation and benefits package, and make recommendations as appropriate
• Manages the annual salary review and bonus process

Main Outcome 4: People Management

• Design deliverables and targets through analysis of the business operational plans 
• Compile the Performance Management documentation in collaboration with the staff member in terms of: job profile requirements, key performance areas, personal development plans
• Conduct performance planning session, track and monitor performance in accordance with performance contracts 
• Conduct performance reviews in accordance with policies and procedures and take corrective actions where necessary 
• Provide coaching and feedback to employees on how to improve and sustain their performance
• Lead the department by managing appointments, promotions, and industrial relations issues conjunction with Human Resources
• Conduct disciplinary actions as per the company’s policy and procedure where necessary

Main Outcome 5: Departmental Management

• Determines the human resource requirements, in accordance with the expected deliverables and current capacity 
• Secures the human resources requirements to ensure that deliverables will be met in accordance with the expected targets
• Minimises staff turnover
• Leads the department in such a manner as to foster innovation and technological excellence.
• Demonstrate behaviour aligned to the company values
• Equitable distribution of responsibilities and accountabilities and plan appropriate human capacity and full utilisation for projects under management
• Develops and manages the departmental budget
• Manages costs
• Adheres to financial guidelines and thus ensure proper control over expenditure
• Pursues divisional targets and manage the financial health and stability of division.

About The Candidate

Technical skills, qualifications and experience

• Bcom HR Management or equivalent
• Post graduate degree is preferred 
• Extensive experience as an HR professional in a Professional Services organisation
• An experienced HR professional who is familiar with labour law in South Africa and has experience of HR principles, procedures and processes
• Strong client service ethos
• Strong delivery focus
• A can do attitude
• A flexible approach and adapting of role to meet current and future business needs
• Strategic thinker
• Commercial understanding and ability to translate business goals into HR priorities
• Influencing skills to establish senior level credibility
• Strong client relationships skills; able to manage the diversity of multiple leader relationships and serve their needs without compromising service levels
• Ability to build rapport at all levels
• Ability to develop solutions to a wide range of highly complex problems, requiring creativity and innovation
• Strong diagnosis and analysis skills and ability to exercise good judgment
• Strong delivery focus