Legal jobs in United States

Department: Human Resources

Location: London

The HR team in the UK consists of over 60 people. It includes specialist teams in Resourcing, Graduate Recruitment and Management, Learning and Development, Systems and MI, and Reward. The HR Operations team works as one team across the UK to deliver a business‑partnering service to our fee‑earning and business‑services teams. The ER Business Partner role sits within the Employee Relations Advisory team, a Centre of Excellence within the wider HR Operations team. It is designed to work with and influence key stakeholders and partners to improve business performance by identifying areas for improvement and facilitating change initiatives, while identifying and managing legal, commercial and reputational risks.

• Work with the Senior ER Manager and Senior ER Advisor to develop the ER function and ensure it meets the strategic objectives of the firm.
• Support positioning ER as a strategic function within the wider HR team and across client groups in the UK offices. Provide pragmatic, commercial and informed advice on all ER matters, including but not limited to: collective activities such as restructures, reorganisations, consultations and TUPE; individual cases such as capability, performance, absence, wellbeing, conduct, grievances, disciplinaries, equality and discrimination issues, SARs, dismissals and managed exits; complaints and claims including Employment Tribunal claims; advising on changes in legislation and implications of recent court and tribunal decisions.
• Draft, update and maintain policies and related processes, guidance notes and training, aiming for a global approach.
• Develop and sustain strong business relationships with key stakeholders within the HR team and partner functions such as Risk, IT, Finance, Tax and Procurement, fulfilling the role of trusted advisor and ensuring ER considerations are understood and addressed.
• Coach and support HR team members in maintaining and developing knowledge and expertise in day‑to‑day ER management.
• Develop and deliver training to audiences outside HR on topics where ER is relevant, such as courses for newly promoted managers or managing difficult situations.
• Work with the wider business to secure support for initiatives and solutions before implementation, influencing and supporting change management across the firm, including on multi‑functional project groups.
• Propose new ideas that may lead to better strategic decisions for ER team members, the wider HR team and other stakeholders. Monitor and act on legislative changes and relevant trends and court/tribunal decisions that may impact the firm.
• Proactively manage own continuous professional development and support that of the ER team and wider team.
• Work with the ER team to analyse and report on ER activities and trends across the UK.

• Collaborate with the senior HR team and the business on projects such as returning to office spaces, strategic initiatives and re‑organisations.
• Provide project support and work closely with the Senior HR Manager on the annual Global Legal Director Promotion process.

• Graduate or equivalent, CIPD qualified and ideally with a higher qualification in Employment Law.
• Solid knowledge of UK employment law, codes of practice, case law, etc.
• Practical experience of ER, preferably within a regulated environment, including complaints and claims processes such as early conciliation, ET claims, and ICO complaints.
• HR professional with proven experience building effective relationships with senior stakeholders, inspiring confidence and respect at all levels.
• Demonstrable experience managing heavy caseloads alongside project, policy and reporting activities.
• Strong team‑player skills.
• Understanding of wider HR functions and their overlap with the ER team.
• Ability to collate, analyse data and present findings and trends at the appropriate level of detail.
• Commercial awareness.
• Ability to assess and balance opposing risks in ER matters, identify issues, and construct and present reasoned, favourable solutions to the business. Strong influencing skills necessary.
• Proactive approach to identifying issues and finding solutions.
• Strategic thinking to see the bigger picture.
• Excellent written and verbal communication skills. Good drafting skills are key.
• Integrity and discretion.

Clyde & Co is committed to providing extensive, personal and professional development opportunities for our people, enabling them to be highly effective in their current roles and to fulfil their career aspirations.

The competencies inform all aspects of Business Services career development. They vary across levels and business areas and fall under the following categories:

• Technical Excellence
• People and Team
• Client/Stakeholder Relationships
• Service Delivery and Commercial Awareness
• Personal Effectiveness

Mid‑Senior level

Full‑time

Business Development and Sales

Law Practice

Clyde & Co is proud to be an equal opportunities employer. Our values encourage us to support fairness, celebrate diversity and prohibit all forms of discrimination in the workplace to allow everyone to excel at work. Therefore, we welcome and encourage all applications from suitably qualified individuals, regardless of background or identity.

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