People Partner

Position Responsibilities

Strategic People Partnership

• Build deep, trusted relationships with leaders, acting as a strategic advisor on all people‑related matters.
• Partner with the business to co‑create and deliver people plans that enable growth, resilience, and organisational effectiveness.
• Provide balanced, commercially grounded advice that aligns employee experience, regulatory obligations, and business outcomes.
• Coach leaders to strengthen inclusive leadership capability and create high‑performing teams.

HR Programme & Cycle Leadership

• Lead the delivery of core global HR programmes across assigned client groups, including Employee Engagement and Listening, Performance Planning and Goal Setting, Talent Review and Succession Planning, and Annual Compensation and Reward Cycles.
• Ensure programmes are delivered with rigour, consistency, and strong stakeholder engagement, aligned to global standards and local requirements.

Integration & Change Enablement

• Act as a key People Partner supporting the integration of Manulife Investment Management and MCQS in the UK.
• Provide practical, on‑the‑ground support across organisational design, role harmonisation, workforce transition, and cultural integration.
• Support leaders and employees through change with empathy, clarity, and confidence, reinforcing Manulife’s values throughout the process.

Employee Relations & Governance

• Partner with leaders and global Centres of Expertise to manage employee relations matters effectively and in line with Manulife’s policies, values, and local legislation.
• Apply knowledge of UK employment law and TUPE to support business change and manage risk responsibly.
• Exercise sound judgement when navigating complex or sensitive situations, escalating appropriately while maintaining accountability.

Workforce Insights & Data‑Led Decision Making

• Leverage Workday and workforce analytics to identify trends, risks, and opportunities.
• Translate data into clear, actionable insights that support leadership decision‑making and workforce planning.
• Use insights to inform engagement, retention, capability, and succession strategies.

One HR Model & Global Collaboration

• Serve as a visible ambassador of the “One HR” model, ensuring seamless, customer‑focused delivery of HR services.
• Collaborate closely with global Centres of Expertise (primarily in the US and Canada), ensuring the right expertise is engaged to meet business needs.
• Contribute to continuous improvement of HR processes, practices, and ways of working.
• Utilise centres of expertise to effectively manage payroll, HR queries, recruitment and selection, global mobility, immigration, benefits, and pensions.

Enterprise & GWAM Initiatives

• Actively participate in GWAM and enterprise‑wide people initiatives and project work.
• Provide proactive support to the Global GWAM People Partner community, sharing insight, best practice, and lessons learned.
• Support GWAM succession planning and top talent development.

Skills & Capabilities

• Advanced operational and analytical capability in Workday.
• Strong working knowledge of UK employment legislation, including TUPE.
• Demonstrated experience supporting organisational integration and harmonisation.
• Ability to operate credibly across multiple countries, cultures, and regulatory landscapes.
• Working knowledge of AI and digital HR tools, with a curiosity for innovation in HR.
• Strong coaching, consulting, and influencing skills.
• Confident in conflict leadership and complex stakeholder management.
• Excellent execution discipline, with strong project management skills.
• Resilient, pragmatic, and comfortable navigating ambiguity.

Required Qualifications

• Bachelor’s degree in HR or a related discipline.
• CIPD part‑qualified or fully qualified (or equivalent).
• 4–6 years’ experience in an HR advisory, People Partner, or HR Business Partner role.
• Proven experience delivering people initiatives within a complex, matrixed organisation.
• Strong IT capability, including Excel, Word, Outlook, and HR systems.

Preferred Qualifications

• Experience in organisational effectiveness, change enablement, or workforce transformation.
• Exposure to reward, recognition, or performance frameworks.
• Experience within financial.

Benefits

• We’ll empower you to learn and grow the career you want.
• We’ll recognize and support you in a flexible environment where well‑being and inclusion are more than just words.
• As part of our global team, we’ll support you in shaping the future you want to see.

Working Arrangement

混合式

Equal Opportunity Employer

宏利是平等機會僱主。在宏利／恒康，我們擁抱多元。我們致力於吸引、培養及挽留和所服務客戶同樣多元的員工，並從而營造包容的工作環境，接納文化和個體差異。我們矢志維持公平的招聘、挽留、晉升及薪酬制度，我們管理的所有實踐及項目不會因種族、血統、原籍地、膚色、族裔、國籍、宗教或宗教信仰、信仰、性別（包括懷孕及其相關情況）、性取向、遺傳特徵、退伍軍人身份、性別認同、性別表達、年齡、婚姻狀況、家庭狀況、殘疾或受適用法律保護的任何其他因素而區別對待。我們的首要任務是消除障礙，為員工提供平等就業機會。人力資源部代表將盡力為應徵過程中提出要求的申請人提供合理協助。申請人要求提供協助所分享的信息將會按照適用法律及宏利／恒康政策儲存及使用。應徵過程中如需協助，請聯絡 hr@manulife.com。

#J-18808-Ljbffr…