Citi Senior HR Generalist in Belfast, United Kingdom

  • Primary Location: United Kingdom,Northern Ireland,Belfast

  • Education: None

  • Job Function: Human Resources

  • Schedule: Full-time

  • Shift: Day Job

  • Employee Status: Regular

  • Travel Time: No

  • Job ID: 17060716

Description

Job Purpose:

Work as a member of the HR Professional Services Team to deliver end to end HR processes and procedures to the Belfast site, and more broadly to the OandT HRPS function regionally as required including partnering with senior regional management teams to establish the delivery and regional coordination of the HR strategy for their designated business area.

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, CTS, Banking, Private Banking, Consumer, Global Functions, Operations and Technology.

Key Responsibilities

Relationship Management

  • Work with Line Managers and Business Leaders across business lines to ensure the effective and seamless delivery of end-to-end HR processes.

  • 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 businesses.

Performance Management

  • Provide guidance to Line Managers for goal-setting and the performance review process; coach managers in providing high quality feedback and linking compensation to performance management

  • Assist line managers to :

• Address under performance

• Develop employee to grow into new roles

• 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.

  • Coordinate regionally the Performance Management approach in order to drive the strategic business plans as required

Employee Relations

  • Advise Line Managers on opportunities and risks relating to management actions that may affect ER

  • Perform sickness and exit management actions as required

  • 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

  • Act as point of escalation on serious issues, partner with in-country HR and COEs on any ER issues that require a significant level of senior leadership involvement or with complex stakeholders across the region/globally as required.

  • Partner with business management to maintain/improve a positive ER environment for the business

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

  • Partner with Resourcing partners to create the workforce plan/pipeline and review how the talent makeup and trends in the market impacts the plan

  • 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

  • Communicate approach to workforce planning and hiring across the region i.e. freezes, focuses, hot spots, diverse slates as required

  • Guidance to in-country HR and resourcing teams on hires as appropriate.

  • Partner with business leaders, regional and global HRAs on the resourcing of senior/critical regional hires including the structure of compensation as required

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

  • Partner regional/global HRAs to develop strategies to improve overall employee engagement and manager capability as required

  • Partner with regional VOE coordinators and business champions to ensure successful delivery of the VOE process as required.

  • Ensure progress on Regional level Diversity and Inclusive Leadership goals as required

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

  • Partner with global and regional compensation specialists, HRAs and HRPS to lead an efficient and coordinated annual year end compensation process as required.

  • Ensure awareness of regulatory compensation requirements and processes across the site/region

  • Partner with in-country HR and compensation teams to manage any ad-hoc compensation related challenges or initiatives such as C-levelling, Fair Pay and Market Data projects.

Talent

  • Assess capability and develop individual contributors and people managers below the senior management level

  • Manage/facilitate/deliver high potential programmes

  • Manage rotational/mobility programmes

  • Coordinate the annual talent process across the EMEA region partnering with country and global HR teams, including upload of talent designations, the preparation of talent books and the tracking of talent actions as required.

  • Communicate to in-country HR and management the expectations and practices for the annual talent process as required.

  • Selection of appropriate candidates on Talent programs.

  • Participation in talent calibration meetings/discussions providing regional advisory on consistent application of talent designations and development solutions as required.

Restructuring/Organizational Design

  • Coordinate and advise on any relevant restructuring and reengineering programs including RIF, redundancies, offshoring, acquisitions and divestitures partnering with appropriate HR teams and specialist teams.

  • Manage any senior management restructuring closely in partnership with global/regional HRAs and country HRPS

  • Work with the regional or global analysts or regional or global HRAs to ensure all HR data associated is up to date and accurate and accessible when required, advise on and coordinate any regional data tasks

Learning

  • Provide support for business team development i.e. NMAP

  • Ensure appropriate on-boarding for specific businesses or subset of individuals

  • Provide a coordination approach regionally, in partnership with the regional L and D partner to senior leaders on L and D solutions

  • Support the communication of the regional L and D offerings and priorities relevant to the business area.

  • Facilitate appropriate development opportunities for targeted groups of the population or specific individuals (i.e. executive coaching, L and D nominations CFS, LC3, WLDP etc.)

  • Deliver coaching/interventions to build capability of the senior leader/leadership team

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

  • Partner with reporting analysts and/or HRSS to obtain and interpret metrics required for businesses; provide commentary and insight on analysis

  • 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

  • Define the HRPS delivery strategy for the Belfast site that integrates with the wider UK franchise HRPS delivery strategy, re-engineering existing process and procedures as required

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.

Qualifications

Knowledge/Experience:

  • Experience in an HRBP/HR Adviser role

  • Good understanding of GB and Northern Ireland employment law, policies and systems

  • Knowledge and experience of sound HR practice

  • Commercial awareness and a solid understanding of how HR adds value to the business

  • Ability to take a leadership position and apply strategic and tactical HR knowledge to provide strategic solutions to human capital problems

  • Capability to customize or implement HR solutions to human capital problems in creative ways or to craft new HR solutions

  • Develop and use metrics to make the business case for HR programmes, to align HR strategy with corporate goals, and to assess and justify the performance of HR programmes

  • Project management and delivery

  • Highly numerate and literate, able to communicate well both verbally and in writing.

Skills and Competencies:

  • Proficient in the use of HR systems, preferably People Soft

  • Proficient in Microsoft Word, Excel and PowerPoint

  • Excellent written, numerical skills and analytical skills

  • Demonstrable problem solving skills and solutions focused

  • Adaptable approach and execution orientated

  • High tolerance for dealing with ambiguity and on-going change

  • Client Excellence: can quickly establish rapport and credibility to deal in a professional manner with individuals at all levels in the organisation.

  • Consulting capabilities - innovation and creativity, negotiation, facilitation and coaching, impact, influencing and persuasiveness, trusted advisor, leadership, project management/delivery

  • Business capabilities - commercial awareness, business acumen, client focus, aligning business and people strategies

  • Strong organisational skills: organise and drive personal work flow and follow-up to completion.

  • Time sensitive and productive: ability to be responsive and prioritise tasks, work to tight deadlines, expedite and chase to completion.

  • Confident but tactful and diplomatic communicator: both verbal and written.

  • ‘Process improvement’ mindset to increase the effectiveness and efficiency of the services offered.

  • Resilient under pressure and self-motivated in a fast paced and demanding environment.

  • Personal integrity and discretion.

  • Accuracy and attention to detail

  • Excellent presentation skills.

  • Team orientated.

  • Influencing and persuading.

Qualifications:

  • Advanced/Master’s Degree in Business, Human Resources Management or related discipline

  • Professionally qualified (CIPD) or equivalent work experience.

  • Proven track record of delivery in a busy environment.

Exceptional candidates who do not meet these criteria may be considered for the role provided they have the necessary skills and experience.

Valuing Diversity: Demonstrates an appreciation of a diverse workforce. Appreciates differences in style or perspective and uses differences to add value to decisions or actions and organisational success.

Citi is an Equal Opportunities Employer