The Department

The People team play a key role in enabling the firm to attract, develop and retain great people, and giving them the tools and support needed to develop and fulfil their potential, and that of the firm. The team is welcoming, inclusive, driven by providing a 'high touch' level of service, and collaborative in terms of how we work. The team consists of c.40 people in both business-facing, generalist roles (Advisory) alongside specialist teams (Data & Systems; Reward; Diversity, Inclusion & Wellbeing; Employment, Policy & Engagement; Talent Acquisition, as well as our Academy, which consists of Academy Learning, Academy Tech and Early Careers).

The Role

As a critical member of the team, the People Advisory Manager will lead on providing the full range of generalist support to a defined group of departments.

The essence of the Manager role in People Advisory is to independently lead on a range of portfolios, acting as the trusted advisor on all people-related matters, with responsibility for the implementation and execution on a range of people-related priorities.

This role will act as a centre-point for liaising with and interacting with each of the specialist areas across People, as well as collaborating closely with colleagues in People who support both fee-earning and business operational areas.

Duties and Responsibilities

Talent acquisition, integration, and development

• Working with hiring partners/managers to identify the best way to fill resource gaps, e.g. secondments, internal moves, before securing approvals to recruit externally.
• Collaborating with the Talent Acquisition team to source, select and close high calibre candidates, and work with the wider team and Academy to deliver a positive new joiner experience.
• Ensuring new starters have regular feedback check-ins during their probation period, dealing promptly with any issues arising during this time.
• Through regular dialogue, 'round table' meetings and via the firm's promotions processes, to ensure that all people are aware of what 'development' looks like, and that high performers are identified and supported accordingly.
• To maintain close contact with colleagues from the Academy team, including presenting on internal courses, sharing information, suggestions for training etc.

Conduct, performance, and employee relations

• To ensure department and team heads are taking an active role in upholding high standards of conduct (including adherence to the firm's Core Values) and performance across their teams.
• Through our approach to regular, informal feedback, to ensure that open, honest and constructive conversations are taking place regularly, where objectives can be set and progress reflected upon.
• Where conduct or performance falls below the required level, to utilise the firm's formal disciplinary or performance management processes as needed if informal resolution is not possible.
• To support employees in resolving concerns informally where possible, but to ensure any grievances are managed in line with firm policy, taking specialist internal advice where needed.

Reward

• To work closely with the Advisory and the Reward teams with annual processes (bonus, salary review) including gathering information from the business, attending 'round table' meetings, reviewing and analysing data etc.
• With the Head of People Advisory, to be a key link between the business and the Reward team in sharing information and insights (e.g. competitor activity, market trends, exit interview themes etc.) that could impact retention or inform the Reward strategy.
• To work with the People Advisor and the People Hub to ensure timely and accurate processing of the monthly payroll.

People data and reporting

• To utilise data and reporting (e.g. headcount, sickness, turnover, etc.) from the People system and associated sources (e.g. financial data) to help departments make better 'people' decisions.
• To assimilate and distil data into a concise and accessible format, with meaningful commentary that helps shape conversations and decision-making.
• To ensure assigned groups receive regular and ad-hoc reporting that helps address both short and longer-term issues (e.g. resource gaps).

Wellbeing

• Ensuring leaders hold regular informal conversations with their people that focus on wellbeing as well as job performance, and that any issues are quickly identified and addressed.
• Providing more detailed advice (including input from other People teams, as needed) on situations that may benefit from coaching, and/or support from our benefits providers (e.g. long term sickness absence).
• Ensuring those departing for, or returning from, leaves of absence (e.g. family leave, sabbaticals, etc.) are fully supported before, during and after their time away from work.
• To work with leaders and teams from the business, plus colleagues within the People team, to continue to shape the firm's approach to the evolving work environment (e.g. hybrid working).

Skills and Experience

• Recognised as an experienced expert in their specialism. Possesses broad knowledge of other specialisms within the People Team.
• Experience resolving a range of employee relations issues utilising both formal and informal approaches in order to generate timely and pragmatic solutions.
• Significant involvement in running annual reward/talent processes in conjunction with business leaders, with a focus on equity, parity and consistency.
• Is a strong ambassador for the People Team within the MDR Group and externally.
• Professional, warm, accessible and able to work effectively with a wide range of people.
• Ability to communicate clearly and effectively (including sensitive or frank messages) using the most appropriate medium and avoiding the use of jargon.
• Aptitude for helping business leaders to own the people agenda, influencing and challenging where needed to help them grow their own knowledge and capability in this area.
• Self-awareness, with strong emotional intelligence and the ability to give and receive feedback, as well as influencing people of all levels.
• Exceptionally strong organisational skills, with the ability to manage time, expectations, and input needed from others to make things happen in a fast-moving and fluid environment.
• Strong IT skills, with confidence using People systems and analysing/presenting data.

Expectations of a Mishcon Manager

• Champions and demonstrates commitment to our Core Values.
• Has a proven track record in consistently delivering excellence to internal and/or external clients. Recognised as a trusted advisor amongst a range of stakeholders.
• Understands their style, how to flex this to get the best out of others, meet the changing needs of the business and/or clients, while adopting a commercial approach and resolving issues independently.
• Actively engages and contributes to wider initiatives across the firm relating to transformation - identifies ways to drive improvements in own discipline / function.
• Has established relationships with people across the firm with an ability to collaborate and support cross-departmental initiatives and projects.
• Invests personal knowledge and takes active responsibility for the development and performance of their team.

Please note that this job profile is not an exhaustive list of duties but merely an outline of the key components of the role. You may be required by your line manager to take on additional responsibilities when requested.

About The Mishcon de Reya Group

The Mishcon de Reya Group is an independent, international professional services business with law at its heart, employing over 1450 people with over 650 lawyers. It includes the law firm Mishcon de Reya LLP and a collection of leading consultancy businesses that complement the firm's legal services.

Mishcon de Reya LLP is based in London, Oxford, Cambridge, Singapore and Hong Kong (through its association with Karas So LLP). The firm services an international community of clients and provides advice in situations where the constraints of geography often do not apply. Its work is cross-border, multi-jurisdictional and complex, spanning six core practice areas: Corporate; Dispute Resolution; Employment; Innovation; Private; and Real Estate.

The Mishcon de Reya Group includes consultancy businesses MDR Cyber, MDR Discover, MDR Mayfair (in London, Singapore and Dubai), MDR One, MDRi and MDRx. The Group also includes MDR Lab, which invests in the most promising early stage legaltech companies as well as the Mishcon Academy, its in-house place of learning and platform for thought leadership.

Earlier this year, the Group announced its first strategic acquisition in the alternative legal services market, flexible legal resourcing business Flex Legal. It also acquired a majority stake in Somos, a global group actions management business.

We strive to create a fully diverse and inclusive workplace where all our people are empowered to fulfil their potential. We are proud of our agile working culture and are always happy to talk flexible working.

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