HR Generalist

Location UK / Ulster

Job Type Permanent full-time

Salary Not disclosed

Updated 4 days ago

Reference 1403114

 Job Description

Work as a member of the HR Professional Services Team to deliver end to end HR processes and procedures to the UK Franchise.

Job Purpose:

Work as a member of the HR Professional Services Team to deliver end to end HR processes and procedures to the UK Franchise.

This role is likely to have a significant UK population with some regional responsibility.  The volume and complexity of the ER landscape will be medium to high with limited oversight required from the HR Generalist Manager. 

 

Job Background/context:

The UK business covers both Citicorp and Citi Holdings.  With approximately 9,000 employees in the UK, this role will focus on providing HR support to client groups across the full range of the Citi business lines as follows: Markets, TTS, Banking, Private Bank, Consumer, Global Functions, Operations and Technology.
 

Key Responsibilities

 

 

Relationship Management

– Build strong relationships with line managers, working as a partner with the business to ensure the effective and seamless delivery of end-to-end HR processes.  Proactive engagement with line managers will be a fundamental feature of the role. 
– Develop strong working relationships with the COE Teams to help ensure the efficient delivery of end to end processes to clients and employees

Client Excellence

– Deliver excellent client service during interactions across the full range of UK businesses.

Performance Management

– Work with line managers to set goals for employees, perform reviews against goals, provide high quality feedback and link compensation to performance reviews
– Assist line managers to :
o Address under performance
o Develop employee to grow into new roles
o Have difficult conversations
– Provide advisory and training support to employees and managers during the performance management and employee feedback process
– Drive calibration across the year end processes.

Employee Relations

– Advise Line Managers on opportunities and risks relating to management actions that may affect ER
– Perform exit management actions (resignations, retirement, sickness)
– Liaising with ER team for changes to standard letters, query resolution and seeking exceptions
– Manage employee referrals to Occupational Health, feedback to managers (where appropriate), manage PHI process.
– Provide proactive manager education to improve ER environment and mitigate risks
– Work with managers to address employee issues and assist with performance management
– Counsel employees on personal and work related issues that affect performance and foster policy understanding e.g. performance capability, individual consultations etc

Resourcing

– Partner with Recruiting, Compensation and Line Managers to ensure proposed Compensation offers to candidates are compliant with regulatory, Citi and business unit requirements.
– Monitor recruiting data and metrics to identify trends and anticipate issues e.g. us of compensation commitments
– Interpret and implement workforce plan and integrate with replacement and opportunistic hiring
– Support managers to devise appropriate new-hire orientation and transition plans
– Facilitate internal career mobility discussions with employees and managers
– Participate in the approvals process e.g. ATO

Employee Reward

– Partner with the reward team through the year end process and on reward issues
– Partner with the reward team to ensure that reward policies and initiatives are communicated throughout the business

Diversity

– Advise line managers on opportunities and risks relating to management actions that may affect Diversity and Inclusion
– Advise Compensation Managers in Fair Pay data as part of the annual compensation process 

Talent and OD

– Assess capability and develop individual contributors and people managers below the senior management level
– Manage/facilitate/deliver high potential programmes
– Manage rotational/mobility programmes

Learning

– Provide support for business team development i.e. NMAP
– Ensure appropriate on-boarding for specific businesses or subset of individuals

Mobility

– Partner with Mobility to devise a rationale for Approval purposes (includes information to facilitate relocation)
– Dealing with complex individual negotiations

Risk and Controls

– Understand and proactively manage risk and compliance across all areas of work
– Appropriately assess risk/reward relationships when making business decisions

Reporting and Metrics

– Prepare updates and respond in a timely way to data requests
– Ensure all reporting and communication adheres to Citi’s policies

HR Projects

– Actively contribute to HR projects as defined by the HRA/HR PS Team

Development Value:

This role provides the opportunity for the incumbent to work within the HR Professional Services Team delivering end to end HR processes.  There is an opportunity to develop HR skills in all aspects of human resources in a complex corporate environment.