Human Capital Leader

  • Location


  • Sector:

    HR & Recruitment

  • Job ref:


  • Published:

    over 1 year ago

  • Expiry date:


  • Client:


About the role

This role is being offered on a fixed term basis for 12 months to cover Maternity leave. The role will be for our Northern Region; Leeds, Manchester & Edinburgh.

We are seeking an experienced HR professional to join our HC Leader team as a Business Unit Human Capital Leader (BU HCL) (equivalent to HR Business partner). The individual will manage their HC Advisor and take operational ownership for all cyclical activities within their Business Units, whilst working with their Senior HC Leader (equivalent to Senior HR Business partner) to understand and deliver the people strategy including performance, talent and engagement in a commercial way.

The BU HC Leader will develop close working relationships with senior stakeholders in their business such as Business Unit Leaders, People Partners, Group Leaders, Career Coaches and Resourcing, alongside building relationships with other colleagues within the BU HCL and the Senior HC Leader community and our Employee Relations & Policy Advice team, administration hub and offshore customer service teams.

Key areas of responsibility include
  • Career Coaches - Advise, guide and coach career coaches on performance, employee relations and health & wellbeing of our people to optimise business performance and minimise risk. This will include delivery of training for new career coaches, and ongoing facilitation of more experienced career coaches.

  • Performance management - Provide commercial advice to career coaches to support them having difficult conversations and managing poor performers.

  • Employee relations - Lead case management within the Business Unit, consulting appropriately with the specialist teams and HC advisor to make sure cases maintain momentum. Provide consultation and support through investigations and hearings, whilst keeping a commercial perspective to mitigate employment law risks to the firm.

  • Health & Well-Being - Consult and advise on health and well-being aspects which impact the individual and firm. Ensure the career coach and the individual are well supported, and have access to the right resources when they need it.

  • Performance Talent and Reward Review - Prepare, direct and deliver the annual performance, talent, promotion, and reward review with business leaders and Senior HC leaders at mid and year end cycles. This includes leading all moderation meetings for manager and below, whilst supporting the Senior HC Leader with Senior Manager and Director moderations; leading all salary and bonus modelling with Senior business stakeholders.

  • Talent - Lead on Talent Management for Managers and below, which will include preparing and attending Talent Review Groups (TRGs) with Senior Business stakeholders, succession planning, and identifying the right learning and development opportunities. Supporting the Senior HC Leader on the Talent agenda for Senior managers and Directors.

  • First Five Years - Fully understand and partner with career coaches on the below manager population including entry routes, promotions, progression and exam cycles.

  • People Analytics - With a commercial mindset, interpret People MI and provide insights and proposals which align with the business and people priorities, to enhance business performance.

  • Life event activity - Coach and support HC Operations team with advice to facilitate employee Life Events for career coaches; such as joiners, leavers, secondments and transfers and other life events that fall within the employee’s employment. Champion the use of HC Direct by employees and encourage a more self service approach

  • Immigration - Advise on routine immigration matters, exceptions to policy and sensitive cases, ensuring compliance with our legal requirements whilst minimising risk to the firm

  • Engagement - Review the firm’s annual employee engagement survey, to provide insight, analysis and commercial input to help drive the people and engagement agenda with the Senior HC Leader

Role Requirements
  • Previous experience in an HR generalist role at manager level, leading a team; experience in professional services/large corporates advantageous

  • Commercial understanding of the business and how HR can support via the people agenda

  • Experience in supporting and coaching career coaches

  • Broad generalist HR knowledge and experience

  • Strong knowledge and understanding of Health & Wellbeing, performance management and Employee Relations, with previous hands on experience of managing multiple cases across these areas

  • Strong project management and organisational skills, to manage high volumes of work, often within tight deadlines

  • Ability to plan ahead within the cyclical calendar to provide a more proactive HR support to the business

  • Ability to challenge and realign work away from the HC team where necessary

  • High standard of written documentation, and previous experience of producing professional and robust letters and reports

  • Pragmatic, diplomatic, sound written skills.

  • A good team player and leader

  • Portray a professional, customer oriented image of HC

  • Communicate/interact effectively with employees/career coaches while displaying empathy and courtesy

  • Strong interpersonal/consulting skills, working effectively at all levels of the organisation

  • Confidence to deal with employees at all levels

  • Flexibility and adaptability in both attitude and approach

  • Strong attention to detail

  • Cultivate trust with customers, team members and others within the wider HC function

  • Responsibility for developing own knowledge and future career progression within the HC function

  • Willingness to take on extra responsibility and go the extra mile

  • CIPD qualified/part qualified or equivalent

A career in our Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll help our local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.

Not the role for you?

Did you know PwC offer flexible contract arrangements as well as contingent work ( ie temporary or day rate contracting)?

The skills we look for in future employees

All our people need to demonstrate the skills and behaviours that support us in delivering our business strategy. This is important to the work we do for our business, and our clients. These skills and behaviours make up our global leadership framework, ‘The PwC Professional’ and are made up of five core attributes; whole leadership, technical capabilities, business acumen, global acumen and relationships.

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We work in a changing world which offers great opportunities for people with diverse backgrounds and experiences. We seek to attract and employ the best people from the widest talent pool, as well as those who reflect the diverse nature of our society. And we aim to encourage a culture where people can be themselves and be valued for their strengths. Creating value through diversity is what makes us strong as a business and as an organisation with an increasingly agile workforce, we're open to flexible working arrangements where appropriate.

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