HR Manager

We are seeking an experienced HR Manager to join our HR Advisory team on a 12-month FTC basis to cover a maternity leave. For more information and to view the job description, please click here.

Full job description (attached PDF)

Role overview

We are seeking an experienced HR Manager to join our HR Advisory team on a FTC basis to cover a maternity leave. The HR Advisory team plays a critical role within the broader Human Resources function providing high-quality HR support to the firm. This role is an excellent opportunity for a skilled HR professional to drive business-aligned HR strategies, enhance employee experience, and champion inclusive workplace practices within a dynamic and fast-paced legal environment. Our HR Advisory team offers a comprehensive range of HR support, partnering with Business Services leaders to develop and implement people strategies that drive organisational success. Working closely with the broader HR function-including Early Careers Development, Early Careers Recruitment, Recruitment, Diversity and Inclusion, HR Systems and MI, Global Mobility, and Reward and Benefits-this role ensures an integrated, proactive, and high-impact HR service.

Key responsibilities

The key responsibilities of this role are set out below and there may be others which are not listed. You may be required on occasion to work outside our normal working hours of 9:30am to 5:30pm.

Strategic HR Advisory and Business Partnering

• Develop strong working relationships with key stakeholders and act as a trusted adviser on people matters.
• Provide proactive advice and guidance on employee relations, performance management, absence management, flexible working requests and wellbeing matters.
• Analyse HR data, identify trends and provide strategic insights to support decision-making.
• Advise on organisational structures, restructures, workforce planning and internal mobility.
• Support and facilitate annual performance review processes.
• Partner with key stakeholders and Learning & Development to ensure managers have the skills and knowledge to lead effectively.
• Collaborate with Recruitment on hiring strategies and recruitment processes that support business needs and diversity objectives.
• Provide HR support for graduate and early careers programmes where applicable.

Employee Lifecycle & Engagement

• Oversee the employee lifecycle from onboarding through to offboarding.
• Conduct and analyse exit interviews, identifying themes and supporting retention initiatives.
• Work on the annual salary and bonus review process in partnership with Reward & Benefits.
• Partner with business leaders to develop and implement employee engagement initiatives, ensuring high levels of motivation and satisfaction.
• Support health and wellbeing initiatives and ensure employees have access to appropriate support and resources.

HR Policy and Compliance

• Ensure HR policies remain current, legally compliant and aligned with best practice.
• Lead policy development and process improvement initiatives.
• Collaborate with the firm's employment lawyer on complex ER matters and risk mitigation.
• Work with HR Advisers to ensure a seamless HR service.

Team Leadership & Development

• Develop and mentor the HR Adviser, HR Assistant and HR Administrator alongside the other HR Managers.
• Promote collaboration across the HR function and encourage a joined-up and consistent approach to service delivery.
• Work closely with the other HR Managers to align people strategies across departments.

Candidate profile

Candidates for this position must have:

• A CIPD qualification with substantial HR experience, ideally in professional services or a legal environment.
• Proven ability to provide high-level HR advice to senior leaders and managers.
• Strong knowledge of UK employment law, with experience managing complex employee relations matters.
• Skilled in data analysis and HR systems, with the ability to interpret trends and inform strategic decision-making.
• Demonstrated success in managing HR projects, from design to implementation.
• Comfortable using AI-enabled tools to support day-to-day work, with the ability to apply sound judgement and critical thinking when interpreting outputs.
• Strong business acumen, with the ability to align HR initiatives with commercial objectives.
• Excellent communication and influencing skills, able to engage with senior stakeholders and employees at all levels.
• A collaborative approach, working effectively with cross-functional teams.
• High level of confidentiality, integrity, and professionalism.
• A proactive, solution-focused mindset, with the ability to manage multiple priorities in a fast-paced environment.

Our recruitment process

We anticipate this being a two-stage process:

1st interview - Senior HR Manager for legal and Senior HR Manager for business services

Practical assessment - Short-listed candidates will be asked to prepare a case study for discussion during the 2nd interview

2nd interview - Head of HR and a Partner or Business Services Director

We are committed to ensuring that our recruitment processes are barrier-free and as inclusive as possible for everyone. This includes making adjustments for people who have a disability or long-term condition. If you have any questions or require any adjustments to be made to one or both of the application or interview processes, please contact the Recruitment Team.

We are a Disability Confident Committed employer and will offer an interview to applicants with a disability or long-term condition who best meet the minimum or essential criteria for our Business Services roles. If you would like to apply through the Disability Confident 'Offer An Interview' commitment, please apply via our online application form and not via LinkedIn. You are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on your ability to do normal daily activities. For more information about the Disability Confident scheme, please see the government website here.

We welcome applications irrespective of race, colour, ethnic or national origin, disability, sex, gender identity, sexual orientation, age, religion, belief or marital status.

The purpose of this description is to provide guidance in relation to the general requirements of the position referred to. It is by no means an exhaustive list of the responsibilities that will be involved.

Any offer of employment with us is subject to the firm's receipt of a satisfactory report from its third party screening and vetting provider in respect of the successful candidate. Your adviser will be able to explain how this process works in practice in the event of any questions.

At Slaughter and May, we take the protection of your personal information seriously and we are committed to safeguarding the privacy of the personal information that you share with us, or is collected by us, during the course of our interactions with you. Our Recruitment Privacy Notice ("RP Notice") supplements, and should be read alongside, the firm's Privacy Notice.

These privacy notices are always available to view within the Legal and Regulatory section of our website.

Who we are

Slaughter and May is a leading international law firm, recognised throughout the business community for its exceptional legal service, commercial awareness, and commitment to clients. We advise across the spectrum of legal matters including high-profile, ground-breaking, and complex transactions, contentious matters and all aspects of risk. We deliver innovative and bespoke solutions to our clients, domestically and internationally. We provide clear legal advice that spans the globe whilst tackling the cultural nuances between jurisdictions. Our lawyers understand how to coordinate and manage matters in the jurisdictions most relevant to our clients.

Excellence is central to everything we do, and it remains one of the first words mentioned when others are asked about the firm. We are very proud of that reputation. One reason we are known for excellence is because we have always been guided by a set of values that have been an implicit part of who we are and how we operate.

Our four core values are:

1. The highest standards;

2. Independence of thought;

3. Collective endeavour;

4. Respect for all.

They are not simply a list of characteristics. They are part of a framework, as they demonstrate our commitment to our four stakeholder groups (Our clients; Our people; The firm; Society).

At Slaughter and May, with over 1,400 partners and staff worldwide, everyone's contribution is valued, and we all enjoy an open, friendly and supportive environment. We have an underlying sense of pride in who we are and what we do, and our inclusive culture gives rise to a unique diversity of thinking, which is critical to our success and helps maintain our position as a true market leader.

Business Services Development

We offer a variety of learning and development opportunities to members of our Business Services team, including sessions open to everyone on topics ranging from personal impact and resilience to written communication. We also run a series of development programmes for supervisors and managers, as well as various bespoke team and one-to-one sessions.

Our Network of Networks

The firm has eleven employee networks run by employees and supported by partners. Collectively, we form a Network of Networks, and our aim is to foster a spirit of inclusion, both amongst the networks and the firm more widely. We work collaboratively to create a more open minded and inclusive work environment.

We strive to make people feel comfortable about bringing their authentic selves to work.

Each network offers an informal support mechanism for employees with shared backgrounds, perspectives or interests and hosts a number of exciting formal and informal events throughout the year, which are open to everyone. They're a great way to meet new people in the firm, as well as to celebrate difference and learn about a variety of experiences and perspective