HR Generalist

Overview:

The HR Generalist will join the Corporate Markets HR team for 12-months based on a hybrid basis from our city centre off in Leeds.  This means you’ll need to be within a commutable distance to enable you to be in the office with the team each week.

As an HR Generalist, you’ll be responsible for providing proactive and tactical HR support and services across all facers of HR Operations and Employee Relations whilst partnering with the broader Corporate Markets HR team and business leaders to provide support, advice and coaching on people matters and initiatives, helping to deliver the organisational strategy and objectives.

You’ll get the chance to follow your chosen career path anywhere in MUFG Pension & Market Services, joining a network of experienced, innovative and dedicated individuals across multiple teams and countries.  There are numerous opportunities to learn new skills and develop in your career with the support you need to succeed.

Benefits:

26 days annual leave, plus a wellbeing day, a volunteer day and bank holidays 

Health, wellbeing and lifestyle rewards that can be tailored to support you and your family.  Everything from: Employee Assistance Programme; Discounts on retail and socialising; Travel and technology; cycle2work scheme; A host of gym and fitness subscriptions

Appreciate programme: Employee recognition programme

Company Pension Scheme

Medical insurance

Life Assurance

What you need:

As with any role, we want to find the right person and we want to make sure you know it’s the right role for you too.  You will need:

•    Previous experience as an HR Generalist with demonstrable employee relations experience, and a broad range of other disciplines such as HR Operations, Business Partnering and Talent Acquisition

•    Demonstrated experience managing complex HR issues, including redundancies, dismissals and change management, preferably gained within a commercial or regulated environment

•    Current knowledge and understanding of employment law practices with the UK

•    Exceptional verbal and written communication skills, with the confidence, credibility and previous track record in building and maintaining relationships with key stakeholders

•    An inclusive and collaborative approach, with the ability to work in a dynamic and every-changing environment, with the flexibility and agility to manage changing business needs

•    Sound judgement, decisiveness, initiative and the ability to prioritise, with a willingness and ability to take a hands-on approach where needed to get things done

•    An ability to understand, interpret and leverage data and analytics to provide practical and relevant solutions

•    Resilience, diplomacy and an ability to ‘stand your own ground’, multi-task and use your own initiative under pressure whilst multi-tasking

•    A solutions-focused, analytical mind, with the problem-solving and judgement skills to support the resolution of HR issues in a patient, tactful and diplomatic manner

Day to Day, you will:

•    Provide commercially focused advice and support via phone, email and in person to leaders in all aspects of Employee Relations, including bullying and harassment, conduct, performance management, grievance, disciplinary and sickness absence, raising awareness amongst managers

•    Coach and guide our Corporate Markets business leaders to understand current and future business needs and challenges and provide input into innovative people solutions

•    Support the business leaders to identify capability gaps, providing input to solutions and enabling high performing teams

•    Identify trends through reporting analytics, proactively addressing people challenges, including attrition, absence management and identifying opportunities to minimise cost across the business

•    Proactively identify and keep abreast of employment law changes and associated impacts to the business for the EMEA region, including developing solutions and strategies to implement and support any changes

•    Develop and deliver training and coaching to line managers so that they have the confidence and capability to employee relations cases when necessary

•    Manager basic settlement agreements in liaison with the managers and / or solicitors, taking appropriate advice where necessary and escalating complex agreements to the Head of HR or Director, People Partnering & Advice

•    Identify trends through reporting and analytics, developing HR metrics, data and analytical insights to proactively address people challenges, including attrition and sick leave and identifying and keeping up to date with current employment law changes

•    Support HR cyclical activities, including remuneration review and performance goal setting

•    Provide general HR support and input into projects, people initiatives and related HR services, including supporting with talent acquisition, HR business partnering and workforce analytics

The above list of key accountabilities is not an exhaustive list and may change from time-to-time based on business needs