Head of Americas HR Advisory
1 month ago
The TP ICAP Group is a world leading provider of market infrastructure.
Our purpose is to provide clients with access to global financial and commodities markets, improving price discovery, liquidity, and distribution of data, through responsible and innovative solutions.
Through our people and technology, we connect clients to superior liquidity and data solutions.
The Group is home to a stable of premium brands. Collectively, TP ICAP is the largest interdealer broker in the world by revenue, the number one Energy & Commodities broker in the world, the world's leading provider of OTC data, and an award winning all-to-all trading platform.
Founded in London in 1866, the Group operates from more than 60 offices in 27 countries. We are 5,200 people strong. We work as one to achieve our vision of being the world's most trusted, innovative, liquidity and data solutions specialist.
Role Overview
The Head of Americas Advisory is a key contact within HR, for local management, who manages the Regional HR Business partners, works closely with the HR centres of excellence and the global HR team. Partners with the senior regional management team and stakeholders to help drive the delivery of the people strategy, implement change and transformation of the business through people focused initiatives. The role is a point of escalation in the region on people matters and requires a combination of strategic planning, management and people advisory skills.
- Support the delivery of the people strategy to enable the Group to achieve the strategic vision and objectives.
- Senior HR advisor to senior management on people related programmes.
- Provide guidance and manage the regional HR Advisory function on translating business requirements and delivering people solutions aligned to business objectives.
- Ensure that the regional HR Advisory function works proactively with assigned client groups in the implementation of the strategic HR plan.
- Act as an escalation point for regional HR matters
- HRBP support as agreed with Group Head of HR
- Discuss, challenge and agree resource requirements with senior HR leadership to ensure alignment with strategic objectives
- Ensure the HR Advisory team understands the importance of collaboration across HR COEs and the broader HR function ensuring we deliver together as one team
- Ensure HRBP's understand the people challenges of their client groups and that they are coaching and driving appropriate interventions
- Drive the evolution of culture and conduct with senior management ensuring the HR Advisory team provide ongoing reinforcement of expectations
- In partnership with the ER team, provide clear advice on all aspects of employee related matters dealing with involuntary terminations; redundancy processes and settlement agreements
- Working in partnership to complete due diligence on contractual terms and challenging commercial decisions
- Organisational design, departmental restructures and change management activities
- Talent profiles and understanding the individual and departmental training needs
- Succession planning and the identification of values, behaviours and skills for future leaders
- Performance management and dispute resolution, with a view to resolving matters informally
- The active delivery of job descriptions, objectives and semi-annual performance reviews in line with regulatory requirements
- Providing advice on occupational health issues, seeking specialist support and initiating Permanent Health Insurance process in accordance with policy
- The implementation and management of effective processes and control framework
- Working with HRIS on data quality and data use across client groups, with the goal of using data to support key HR initiatives
- Partnering with the Talent Acquisition team to identify potential resourcing solutions and promotion of Early Careers Program
- Coordinating and executing in support of the annual performance and bonus processes
- Management and supervision of the Regional HR Advisory team including policy, risk and control framework.
- Establish an environment that promotes respect for individuals and adheres to the policies and guidelines of the Company.
- Maintain staff competence by ensuring that staff skills or knowledge gaps are met with appropriate training and development as required in order to perform their roles to their maximum capability and fulfil their potential.
- As appropriate, initiate actions to further improve your own and the team's skills and performance.
- Ensure that all team members are aware of and comply with the Code of Conduct, the Staff Handbook, the Risk Management Handbook, the Compliance Manual and policies as well as any other policies as they relate to their role.
- Ensure that all required risk management activity is conducted within the function, including control attestations and the reporting of risk events, and that all mandatory risk management training is completed by the required deadline.
- Ensure that the function is operating all required controls and producing all required risk metrics as specified by the risk management framework.
Essential
- Experienced HR professional in Financial Services: Broad HR experience in a fast-paced business.
- Strong operational and management ability: Proven track record in managing HR operations.
- Extensive experience in change management: Ability to positively influence business decisions.
- Ability to build strong relationships: At all levels within the organisation.
- Natural collaborator: Works effectively across the network, builds and maintains strong stakeholder support.
- Persistence and determination: Can move ahead in the face of resistance without damaging relationships.
- Good commercial acumen: Understands the influence and contribution of talent/leadership on business performance.
- Collaborative individual: Previous experience in developing teams.
- Unflappable and empathetic: Able to handle stress and demonstrate empathy, with extensive experience.
- Adaptive and experienced change partner: Can propose changes to existing processes.
- Hands-on approach: Willing to roll up sleeves and get involved.
- Passionate, enthusiastic, and driven: Brings energy and excitement to the leadership team.
- Has a good understanding of the regulatory framework in the key locations in which the firm operates.
- Is familiar with the regions regulatory environment and requirements under the remuneration code.
Salary Range: $175-225k
Not The Perfect Fit?
Concerned that you may not meet the criteria precisely? At TP ICAP, we wholeheartedly believe in fostering inclusivity and cultivating a work environment where everyone can flourish, regardless of your personal or professional background. If you are enthusiastic about this role but find that your experience doesn't align perfectly with every aspect of the job description, we strongly encourage you to apply. You may be the ideal candidate for this position or another opportunity within our organisation. Our dedicated Talent Acquisition team is here to assist you in recognising how your unique skills and abilities can be a valuable contribution. Don't hesitate to take the leap and explore the possibilities. Your potential is what truly matters to us.
Company Statement
We know that the best innovation happens when diverse people with different perspectives and skills work together in an inclusive atmosphere. That's why we're building a culture where everyone plays a part in making people feel welcome, ready and willing to contribute. TP ICAP Accord - our Employee Network - is a central to this. As well as representing specific groups, TP ICAP Accord helps increase awareness, collaboration, shares best practice, and holds our firm to account for driving continuous cultural improvement.
Location
USA - 200 Vesey Street - New York, NY
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