Human Resources Business Partner

 

Position Summary
We are seeking a Human Resources Business Partner who is exceptionally organized and detail-oriented to join our team of dedicated professionals. This position is full-time, 5 days per week fully in-office out of our London location. After 6 months of employment there is a possibility of working from home 1 day per week . The Human Resources Business Partner plays a vital role in supporting all aspects of the employee lifecycle, from recruitment and onboarding to employee relations and compliance. 

Primary Responsibilities

• Stay informed of current UK employment law and regulation 
• Advise managers and members of leadership on compliance with employment policies, procedures, and legal requirements.
• Oversee statutory leave arrangements and handle disciplinary and grievance policies and processes.
• Assess current and future staffing needs and recruit as needed.
• Liaise with the US based recruiting team for all UK based open roles.
• Work with management and leadership to mediate interpersonal conflicts.
• Maintain accurate and up-to-date employee records.
• Foster employee engagement and communication, promoting desired business culture and addressing areas needing attention.
• Monitor performance management processes, provide guidance, and support improvement opportunities.
• On-board all new hires.
• Off-board employees when necessary.
• Other projects and duties as assigned.

 

Qualifications

• 5+ years in a similar role
• a University degree or equivalent professional experience 
• Knowledge of applicable labour laws and best practices in the UK.
• Demonstrate a proven track record of generalist HR management experience with a focus on operational execution.
• Strong verbal and written communication and consultative skills
• Strong interpersonal skills to create and maintain a trusting relationship with staff and candidates.
• Ability to build instant rapport and comfort communicating across all levels of the organization.
• Expert knowledge of Microsoft Office (Excel, Word, Outlook)

 

Salary is based on skills, qualifications and experience. Actual base pay could vary based on factors including but not limited to experience, subject matter expertise, geographic location where work will be performed, and the applicant's skill set. We welcome applicants from all educational backgrounds. Equivalent professional experience will also be considered where applicable. The base pay is just one component of the total compensation package for employees. Other rewards may include an annual bonus and a comprehensive benefits package. Candidate information, including education and work experience, is verified upon an offer of employment. Falsification of application information may be grounds for denying employment.

 

Gelfand, Rennert & Feldman is an Equal Opportunity Employer.

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Founded in 1967, Gelfand, Rennert & Feldman ("GRF") is a leading full-service business management firm for an exclusive assortment of entertainers, executives and select high net worth individuals. Our 30 partners and over 600 staff members deliver comprehensive financial services in the fields of music, motion pictures, television, sports, literature, and other creative and performing arts. Our firm has offices in Los Angeles, New York City, Nashville, San Rafael, Wilmington, and London.

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.  An employer who violates this shall be subject to criminal penalties and civil liability. 

For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation.  The Company complies fully with the Americans with Disabilities Act.