Key Accountabilities:

• Own the relationship with the client base and act as a strategic business partner
• Proactively work in partnership with the Country Managers and keep them appraised of issues that impact their country
• Leverage Shared Services and the ServiceCenter to provide the business with a seamless effective and efficient HR service
• Develop a People Plan for the business which incorporates the manpower planning, identification and development of talent and compensation

Strategic business partnering

• Understand the business strategy and develop a People Plan which incorporates manpower planning, compensation and talent management strategies with deliverables for 6, 12 and 24 months
• Proactively meet with key clients on a regular basis and build effective working relationships with the business so that they actively seek the RM’s input and view them as an integral part of their management team
• Participate in business meetings and proactively drive the HR agenda
• Coach, develop and guide managers to enable them to effectively manage their people
• Act as a change agent during acquisitions / re-organisations / large scale business changes
• Diagnose issues unique to the business and develop and implement tailored solutions
• Proactively using data analysis to drive business and HR decision making
• Leverage the Service Center and Shared Services and utilize them as subject matter experts to deliver a seamless service to the business
• Network with external organizations to develop market knowledge and awareness of best practice

Compensation & Benefits

• Partner with compensation to ensure that the compensation strategy is aligned to the needs of the business
• Partner with compensation and the business to deliver the market survey data
• Partner with compensation to deliver an efficient year end (and where appropriate, mid cycle compensation and promotion process
• Support and conduct year end communication sessions to managers to ensure that the business understand the ML compensation philosophy

 Learning & Development

• Partner with L&D to ensure that the business’s training needs are assessed and delivered
• Partner with the Global RM and L&D to ensure that the nomination process for the global training initiatives is effective
• Work with L&D to develop learning maps for the business

Diversity & Talent Management

• Proactively drive and embed the talent review process in the business
• Work with the business and L&D to ensure that there is a talent map in place for all officers
• Work with the business to identify creative ways to develop talent e.g. internal mobility
• Advocate and facilitate succession planning for key roles
• Work with the business to implement strategies to address top and bottom performers

Lateral Recruitment

• Work with the business to determine their  manpower requirements

• Partner with lateral recruitment to ensure that the most appropriate recruitment strategy is adopted and recruiting plans for the business are met effectively

• Work with the business to obtain the initial hiring approvals

• Where appropriate and practicable, participate in the interview process for senior hires

• Work closely with recruiting in determining new hire compensation packages

International Assignments

• Partner with the business and IAM to manage the transfer of international assignees

Campus Recruitment

• Partner with the business and campus recruitment to ensure that there is a clearly defined campus strategy in place for the business unit

• Partner with campus recruitment in ensuring that the business provide the appropriate level of resources and support

• Work with the business to ensure that the graduates are integrated into the organisation and developed appropriately

Employee Relations

• Effectively manage and resolve employee relations issues through a thorough understanding of the relevant legal and regulatory factors as well as ML policies, practices and precedents
• Participate in the investigation and resolution of high risk / high visibility employee relations issues
• Conduct exit interviews for Directors and above and provide constructive feedback to the business and HR regarding why employees leave the organization. Proactively identify tools / programs that could be introduced to retain employees and address leaver issues
• Partner with the business to ensure that performance management is embedded into the culture; the performance management system is being used, business objectives are set and mid year and year-end reviews conducted. Communicate, support and coach managers as appropriate 
• Counsel employees and managers on performance related issues
• Partner with the business to ensure that cross-evaluation is utilized appropriately
• Partner with the business to identify and implement tools / initiatives / programs to address the Employee Opinion survey results and to influence future surveys

Pac Rim Co-ordination

• Act of the business unit co-ordinator for Talent Review, Performance Management and Compensation / Year End Promotions processes
• Act as the liaison point for all global conference calls with the US on the above processes

People Leadership

• Embody the HR Operating Principles and act as a role model for the ML culture
• Manage and develop a team across all HR disciplines
• Engage with new HR hires and assist in their transition into HR and Merrill Lynch
• Leading / project manage key HR initiatives

Working in partnership across HR

• Proactively build relationships with colleagues in the Country, Shared Services and the ServiceCenter
• Provide constructive feedback to HR colleagues and question and challenge processes to ensure that we operate as a value add and efficient HR function
• Proactively build relationships with colleagues outside of the region to leverage the wider ML resources