HR Business Partner

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About the London Metal Exchange and LME Clear:

The London Metal Exchange is the world centre for industrial metals trading. Most of the world’s global non-ferrous futures business is conducted on the LME’s three trading platforms totalling $18 trillion, 178 million lots and 4 billion tonnes with a market open interest high of 1.8 million lots in 2024. All trades are cleared and settled by LME Clear.

Participants can transfer or take on price risk against aluminium, copper, nickel, tin, zinc, lead, molybdenum, cobalt, lithium, steel scrap, rebar and hot-rolled coil as well as alumina, aluminium premiums and alloys.

The LME and LME Clear are HKEX Group companies.

Overall Purpose of Role:

To be a strategic HR partner within the LME Group, influencing and implementing HR best practice across the business.  The HR Business Partner will work in partnership with business leaders taking a proactive role in initiation, design and execution of integrated people solutions.  The role holder will assist in challenging and coaching business leaders on how to engage employees; drive strategic workforce planning within their business lines, identifying talent and building effective people capabilities.  This is a hands on HR generalist role where individuals will need to be able to provide practical, pragmatic advice to leaders, managers and employees with the opportunity to operate at both a strategic and also operational level.

This role will take primary responsibility for HR service delivery to the IT, Reg & Compliance, Corporate and Audit client groups.  

Responsibilities: 

• Act as a trusted advisor to the business.

• Partner with business leaders to provide high impact, strategic HR solutions to the organisation; guiding the decision making of their business function with regards to people issues.

• Support management on both strategic and operational human resource activities to create and implement best practice HR initiatives.

• Strategic workforce planning – actively partner with business to help design optimal Target Operating Models and understand workforce requirements both from an organisational design and organisational development perspective.

• Work in partnership with the recruitment team ensuring full alignment with the business workforce plans and headcount budgets. Promote culture of internal mobility and succession.

• Manage all employee relations issues, engaging with internal Legal and external counsel as required.

• Keep abreast of changing employment legislation or regulations impacting HR, always considering the impact on HR policies and practices. Design and implement new policies to support changing legislative requirements and/or internal needs and, in partnership with the other HR Business partners, ensure that HR policies and procedures are kept updated with current legislation and best practice; whilst always reflecting and the embedding the LME’s values.

• Drive forward employee engagement initiatives across the business areas, acting on feedback from the bi-annual People Survey to further promote engagement and productivity across the firm. Put the LME’s values (Integrity, Diversity, Collaboration, Excellence & Engagement) at the centre of all people activities.

• Partner with business leaders on talent management to support the identification and development of talent across the functions. Develop a talent and promotion pipeline, effective succession plans and aligned development activities.

• In conjunction with the business, identify the skills gap, and learning and development needs for business lines. Work in partnership with the Head of Organisational Development to consider effective solutions always giving consideration to ideas for wider LME Group initiatives.

• Manage the Performance Management lifecycle process for business areas ensuring high quality objectives, Mid-Year Reviews and Year end appraisals with focus on career development planning. Contribute to any training for the business on this as required.

• Partner with Reward team on year-end compensation process. Guide business leaders on performance management rating calibration, promotions and year end compensation proposals, challenging as appropriate.

• HR project work as required e.g. compensation structure review, Workday changes, new branch set ups.

• Build strong working relationships with HKEX counterparts.

• Ensure continuous high levels of HR service delivery; suggesting service improvements where necessary.

• The HR Business Partners within the department are required to have knowledge and understanding of HR issues across all business units and will work closely to provide a collaborative HR service to the organisation.

Academic and Professional Qualifications Required:

• CIPD qualification (Level 7 or working towards) is desirable.

Required Knowledge and Level of Experience:

• HR generalist / HRBP experience within a Financial Services environment.

• Experience supporting different client groups in London (essential) and Asia (advantageous).

• Demonstrable experience of working credibly across all levels (including Executive level).

• Breadth of knowledge and experience within employee relations; change management; talent management; performance management; talent acquisition and reward.

• Demonstrable experience of leading HR projects.

• Experience of dealing with organisational change advantageous.

• Knowledge of employment legislation changes and employment law issues with a strong working knowledge of UK employment law and HR best practice.

• Previous experience of Workday (advantageous).

Skills Set and Core Competencies Required for Role:

• Excellent communication and interpersonal skills – both verbal and written, with the ability to explain complex matters in an informative and concise way.

• Strong problem-solving abilities and conflict resolution skills.

• Analytical thinker, with the ability to consider situations and identify the key or underlying problem statement in order to give sensible, considered solutions.

• Risk aware, with the ability to make well considered decisions consistent with the risk appetite of LME.

• Gravitas when interacting with senior leaders and the ability to present with confidence to different stakeholders.  Has the ability to establish relationships and partnerships to create value for the business.

• Enterprise thinking, the ability to balance the needs of the client group with the wider organisational picture.  

• The ability to identify, build, and manage relationships with different stakeholders.

• The ability to influence, convince and persuade others to secure support and cooperation to drive a suitable outcome.

The LME is committed to creating a diverse environment and is proud to be an equal opportunity employer. In recruiting for our teams, we welcome the unique contributions that you can bring in terms of education, ethnicity, race, sex, gender identity, expression and reassignment, nation of origin, age, languages spoken, colour, religion, disability, sexual orientation and beliefs. In doing so, we want every LME employee to feel our commitment to showing respect for all and encouraging open collaboration and communication.