• Profile
Job Description

This is a 15-month maternity leave cover partnering with 3 of our Executive Directors – the Chief Operations Officer, Chief Risk Officerand Chief Finance Officer.


You will work closely with them and their respective management teams supporting the delivery of key business objectives across the client group of approximately 250 staff including the Bank’s Operations teams,IT, Risk, Compliance, Credit, Treasury, Finance, Audit, Reception, Catering and Facilities Teams. 


Key upcoming priorities include but are not limited to:

  • Input into the design and delivery of our Diversity and Inclusion Strategy
  • Delivery of annual Reward Recognition Night on Q1 2021
  • Supporting the continuous development of our online Performance Management process and embedding of our cultural values
  • Oversee delivery of our 2021-22 Wellbeing plans  
 To partner with senior leaders and their relevant Heads of Departments in order to develop approaches and solutions across the 4 pillars of HR (Recruitment, Learning and Development, Reward and Employee Relations) that closely supports the overall Business Principles and Values of Arbuthnot Latham.

Key Responsibilities

HR Strategy and Stakeholder Relationships

  • Work with Group HR Director to develop an HR strategy that aligns to and assist the business achieve its strategic objectives. 

  • Build and develop effective working relationships with key stakeholders ensuring consistency of approach; performing as a strategic partner to designated client’s groups.

  • To act as a change agent and employee champion to deliver HR initiatives based on a sound commercial understanding of the key objectives within designated client groups.

  • Work with Payroll/HR Admin Manager to produce and present meaningful HR MI to Group HR Director and Heads of Departments. Responsible for providing data analysis and commentary that supports strategic interventions and identifies actions for improvement.


  • Work with Recruitment Team to ensure that recruitment needs for designated client groups are addressed in a timely and cost effective manner.

Learning and Development

  • Work with managers to identify key talent and develop actions plans for future leaders, high performing individuals and identify individuals where improvement is needed.

  • Work with designated client groups to identify Learning and Development needs for specific groups, as well as at a Companywide level, which support business priorities, utilising expertise of L&D specialist to design and implement effective solutions.


  • Work with Group HR Director to develop and imbed reward policies, practices and processes that support the delivery of business strategy and objectives.

  • Drive the annual performance appraisal process for designated client groups, ensuring process remains fit for purpose and supports reward strategy.

Employee Relations

  • Support delegated client groups with the design and implementation of departmental restructures/reorganisations, advising managers on people implications and potential risks.

  • Coach, support and guide managers on a full range of employee relation matters up until the formal stage.

  • Liaise with the ER Advisor as necessary to communicate ongoing issues that may move to formal stage, and support the HR Advisor with resolving formal ER cases and acting as escalation point for complex ER cases and workplace issues.

Supporting wider HR Team and HR Operations

  • Support HR Admin Team by ensuring all HR processes and procedures are robust, fit for purpose and comply with legislation and regulatory requirements (employment law and compliance).

  • Lead HR operational process and HR systems improvement to improve HR service delivery and improve cost efficiency.

  • Responsible for governance of annual SM&CR process (where applicable).

  • Second level approver and signatory for employment contracts and changes to T&Cs.

  • Act as both lead and support with HR Regulatory Projects (e.g. GDPR).

  • Responsible for line management of HR team members, as required.

  • Responsible for managing risks inherent to the role by diligently observing internal policies and procedures

  • Carry out any other reasonable tasks in line with business and HR needs.

Key Interfaces

  • Group HR Director

  • Executive Team

  • Senior Leadership Team

  • Managers

  • All members of the HR Team


Person Specification

Knowledge / Experience

  • Previous experience in a HR Business Partner or senior HR generalist role is essential.

  • Previous experience working in Financial Services or Professional services would be highly advantageous for the role.

  • Significant experience in dealing autonomously with the full range of Employee Relation issues.

  • Significant experience of providing a wide range of HR advice and guidance to all levels of management.

  • High standard of verbal and written communication.

  • Strategic thinking and business acumen

  • Able to demonstrate strong planning and organisational skills and resilience.

  • Proficient use of Office applications.

Key performance indicators

  • Projects delivered to the required standard, on time and on budget.

  • Evidence of a positive impact on the HR key performance indicators e.g., absence, attrition etc.

  • Compliance of policies and processes to internal and external audit.

  • Stakeholder and team feedback.


  • Bachelor’s degree and/or MCIPD qualification is essential (or equivalent working experience).


  • Communication & Confidence

  • Team Working

  • Influencing Others

  • Client Focus

  • Expert Knowledge

  • Working Proactively