HR Business Partner

Division Description: With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on best meeting and exceeding the needs of our business partners. As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, and safe employee-centric environment where all can thrive to achieve their best potential. Responsibilities: ​The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to all employee lifecycle components in their scope. This role will partner with and support the HR lead in all areas described below: Day-to-day responsibilities include but not limited to: Career Management and Mobility HR support to the Business Provides guidance and advice to Business Partners in all aspects of performance management Ensures accuracy in the HR systems of data pertaining to staff "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication Assists employees with regard to internal career management Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic Ability to work across Business Lines and influence effectively Supports the formulation of appropriate training and development plan and influences the local training offering Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff Proactively works with the Business to ensure that each "key" employee has the necessary development plans Educates and promotes the use of managerial tools and training resources Recruitment With the management and COO’s of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation; giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues. Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and helps facilitate recruitment process. Specifically, the HR Business Partner: Monitors upstream budgetary agreements for job openings in conjunction with the client group COO team Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy Assists with the candidate selection and interview process in conjunction with line management Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules Works with immigration team as needed to initiate or transfer visas Partners with the junior program team on incoming summer/full time analysts integrating into their business lines The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions. Exit Management Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs Develops and trains managers in all aspects of managing poor performance Gathers data from exit interviews and supplies back to managers to identify trends/risks Leads employee relations cases including rationalization/redundancy plan and individual terminations when required Carries out all terminations for the business line they support Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes. Compensation Delivers regular market intelligence to managers and manages position matching for industry benchmarking Supports Business Partners with the compensation review of their teams, anticipating strategic planning Work with the Specialist team to build packages for recruitment, mobility, departure and retention Coordinates the annual compensation review for their client group with the specialist teams Division Description: With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on best meeting and exceeding the needs of our business partners. As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, and safe employee-centric environment where all can thrive to achieve their best potential. Responsibilities: ​The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to all employee lifecycle components in their scope. This role will partner with and support the HR lead in all areas described below: Day-to-day responsibilities include but not limited to: Career Management and Mobility HR support to the Business Provides guidance and advice to Business Partners in all aspects of performance management Ensures accuracy in the HR systems of data pertaining to staff "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication Assists employees with regard to internal career management Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic Ability to work across Business Lines and influence effectively Supports the formulation of appropriate training and development plan and influences the local training offering Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff Proactively works with the Business to ensure that each "key" employee has the necessary development plans Educates and promotes the use of managerial tools and training resources Recruitment With the management and COO’s of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation; giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues. Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and helps facilitate recruitment process. Specifically, the HR Business Partner: Monitors upstream budgetary agreements for job openings in conjunction with the client group COO team Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy Assists with the candidate selection and interview process in conjunction with line management Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules Works with immigration team as needed to initiate or transfer visas Partners with the junior program team on incoming summer/full time analysts integrating into their business lines The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions. Exit Management Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs Develops and trains managers in all aspects of managing poor performance Gathers data from exit interviews and supplies back to managers to identify trends/risks Leads employee relations cases including rationalization/redundancy plan and individual terminations when required Carries out all terminations for the business line they support Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes. Compensation Delivers regular market intelligence to managers and manages position matching for industry benchmarking Supports Business Partners with the compensation review of their teams, anticipating strategic planning Work with the Specialist team to build packages for recruitment, mobility, departure and retention Coordinates the annual compensation review for their client group with the specialist teams COMPETENCIES Required: Strong sense of accountability and ownership Strong organizational and time management skills Ability to work effectively in a team environment and ability to adapt to a rapidly changing business and regulatory environment Identify, resolve and escalate issues, risks, action items and decisions Coordinate the involvement of external consultants as needed Develop and deliver reporting and tracking of projects Document and report project status to key stakeholders Balance multiple duties efficiently and effectively Process oriented and ability to see bigger picture Detail oriented and organized Ability to influence appropriate levels of management and provide sound guidance in real time TECHNICAL SKILLS Required: Computer proficiency: Microsoft Office (Excel, Word, PowerPoint) PRIOR WORK EXPERIENCE Required: 3 to 5 years of Human Resources Business Partner experience in a similar capacity, preferably within financial services EDUCATION Required: Bachelor’s Degree LANGUAGE Required: English COMPETENCIES Required: Strong sense of accountability and ownership Strong organizational and time management skills Ability to work effectively in a team environment and ability to adapt to a rapidly changing business and regulatory environment Identify, resolve and escalate issues, risks, action items and decisions Coordinate the involvement of external consultants as needed Develop and deliver reporting and tracking of projects Document and report project status to key stakeholders Balance multiple duties efficiently and effectively Process oriented and ability to see bigger picture Detail oriented and organized Ability to influence appropriate levels of management and provide sound guidance in real time TECHNICAL SKILLS Required: Computer proficiency: Microsoft Office (Excel, Word, PowerPoint) PRIOR WORK EXPERIENCE Required: 3 to 5 years of Human Resources Business Partner experience in a similar capacity, preferably within financial services EDUCATION Required: Bachelor’s Degree LANGUAGE Required: English Societe Generale is committed to offering an inclusive recruitment experience to all candidates. If you require any reasonable accommodations during the recruitment process, please do not hesitate to let our Recruiters know. OUR CULTURE: At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate. For more information about our Culture and Conduct initiatives, please visit this link ( https://americas.societegenerale.com/en/careers/get-know-culture/ ) DIVERSITY, INCLUSION & BELONGING (“DIB”): Our DIB Mission : Recruit, develop, retain and advance a talented workforce that is united in our efforts to leverage our talent and further develop an inclusive environment that will enhance our competitive position and deliver innovative solutions to our clients. It seeks to foster an environment where employee differences are valued and where all employees feel engaged, supported, respected, and informed. For more information about our DIB initiatives, please visit this link: https://americas.societegenerale.com/en/careers/get-know-diversity/ COMPENSATION: Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience. The role is eligible for an annual discretionary bonus and includes a competitive benefits package including 401(k) plan with company match, medical/dental/vision, and other benefits for fertility, wellness, student loans and commuters. Societe Generale is committed to offering an inclusive recruitment experience to all candidates. If you require any reasonable accommodations during the recruitment process, please do not hesitate to let our Recruiters know. OUR CULTURE: At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate. For more information about our Culture and Conduct initiatives, please visit this link ( https://americas.societegenerale.com/en/careers/get-know-culture/ ) DIVERSITY, INCLUSION & BELONGING (“DIB”): Our DIB Mission : Recruit, develop, retain and advance a talented workforce that is united in our efforts to leverage our talent and further develop an inclusive environment that will enhance our competitive position and deliver innovative solutions to our clients. It seeks to foster an environment where employee differences are valued and where all employees feel engaged, supported, respected, and informed. For more information about our DIB initiatives, please visit this link: https://americas.societegenerale.com/en/careers/get-know-diversity/ COMPENSATION: Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience. The role is eligible for an annual discretionary bonus and includes a competitive benefits package including 401(k) plan with company match, medical/dental/vision, and other benefits for fertility, wellness, student loans and commuters.

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