Marex is a technology-enabled provider of essential liquidity and associated market infrastructure to participants in global energy, metals, agricultural and financial markets.

The Group provides comprehensive breadth and depth of coverage across five core services: Market Making, Execution and Clearing, Hedging and Investment Solutions, Price Discovery and Data & Advisory. It has a leading franchise in many major metals, energy and agricultural products, executing around 38 million trades and clearing over 193 million contracts in 2021. The Group provides access to the world's major commodity markets, covering a broad range of clients that include some of the largest commodity producers, consumers and traders, banks, hedge funds and asset managers.

Marex was established in 2005 but can trace its roots in the commodity markets back almost 100 years. Headquartered in London with 21 offices worldwide, the Group has over 1,100 employees across Europe, Asia and America.

OVERALL PURPOSE OF ROLE

The HR Business Partner will be the strategic partner for employees and managers throughout all locations in the U.S. and Canada.  They will provide people insights and solutions to help solve business challenges and support the growth strategy and values of the Group.

The incumbent will work closely with and be an integral part of the North American HR team. The individual will be required to undertake the implementation of innovative and relevant Human Resources programs in this high growth, high performance organization, and for nurturing the strong corporate culture that enables the Group to attract and retain very talented and high-performing employees.

DUTIES:

BUSINESS PARTNERING:

• Trusted strategic partner and advisor for employees and managers  
• Coach and develop mid-level managers in all matters of the employee lifecycle
• Analyze and investigate business / people issues and trends and propose/implement solutions
• Pro-actively work with the business leaders to anticipate business and talent needs into HR requirements and solutions.
• Support and secure an integrated and coherent implementation and execution of all HR services to ensure business managers understand implications for their local business area.
• Effectively coach management regarding human resource (HR) processes and procedures to ensure consistency throughout the departments within the Company

PROJECT MANAGEMENT:

• Lead the HR portion of any U.S. based due diligence process for potential acquisitions or new business opportunities
• Drive HR transformation in process improvement and increasing capacity by minimizing manual work.
• Main contact for HR Global projects and facilitation of integration in the US & Canada
• Liaise with all necessary business leaders and support departments to move projects towards completion

PERFORMANCE MANAGEMENT:

• Coach and support line managers on issues relating to Performance & Talent Management
• Position the performance management process as a program aimed at driving results for the Company and engaging and energizing employees around their role & contribution in delivering business objectives.
• Build organizational and individual capabilities by incorporating individual development planning into the performance management process and embed the 70 – 20 – 10 principle of development in the organization.

EMPLOYEE RELATIONS:

• Have an arbitration role in sensitive conflicts which involve managers, employees, etc.
• Seek to drive the cultural principles throughout the employee relations processes
• Oversee and manage any formal disciplinary processes in accordance with local legislation

TALENT MANAGEMENT AND LEARNING & DEVELOPMENT:

• Identify learning needs for training through the business and liaise with the Centre of Excellence
• Partner with the Talent Management Centre of Excellence to drive a robust and action-oriented Organization and Talent Review process with business leaders
• Identify ‘critical' roles for the organization that have a significant impact on the accomplishment of strategic priorities and upgrade talent in these roles on a continuous basis.
• Build a talent mind-set in the organization especially with respect to assessment of potential and drive regular talent review discussions in the organization.
• Ensure Learning and Development needs are met and managed effectively in collaboration with L&D.

CULTURE AND ENGAGEMENT:

• Drive participation in the employee engagement survey, analyse results to identify areas of strength and opportunity and partner with the Leadership team to create and implement action plans.
• Assist in fostering a culture that is built around the ‘core' values of the company.
• Build a strong relationship with the Global HR team

OTHER:

• Ad Hoc projects and initiatives as required

THE COMPANY MAY REQUIRE YOU TO CARRY OUT OTHER DUTIES FROM TIME TO TIME.__

SKILLS, EXPERIENCE AND PROFESSIONAL QUALIFICATIONS REQUIRED FOR ROLE

TECHNICAL/ FUNCTIONAL KNOWLEDGE, SKILLS AND ABILITIES:

• Comfortable working in a matrix environment
• Strong business acumen combined with excellent functional knowledge
• Ability to communicate with and influence a diverse range of people and cultures
• Proven change management capability
• Strong results orientation, interpersonal and communication skills

EDUCATION, PROFESSIONAL QUALIFICATIONS AND EXPERIENCE:

• Post Graduate degree in business management or similar area, required, with a preference for focus in HR/Industrial Relations/Organisation Behaviour
• PHR/SPHR certification or SHRM- CP required
• Five + years previous experience in a similar role

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