HR Manager

Overview:
Connecting clients to markets - and talent to opportunity

With 4,300 employees and over 400,000 retail and institutional clients from more than 80 offices spread across five continents, we’re a Fortune-100, Nasdaq-listed provider, connecting clients to the global markets - focusing on innovation, human connection, and providing world-class products and services to all types of investors.

Whether you want to forge a career connecting our retail clients to potential trading opportunities, or ingrain yourself in the world of institutional investing, The StoneX Group is made up of four segments that offer endless potential for progression and growth.

This role is responsible for supporting the Brazil HR Business Partners in providing a proactive, effective, business focused HR service to a defined employee population in one or more business units in Colombia, working closely with HR colleagues from the HR Centre’s of Excellence (CoEs) as appropriate. The jobholder will work in partnership with local management to advise them on HR policies, procedures and processes in accordance with business objectives and HR best practice, as well as providing an HR service to employees within this population.

**Responsibilities**:

- Support the Global HRBPs in the execution of strategic HR plans and objectives for the relevant business unit(s) within a defined local employee population.
- Partner with local management to develop an understanding of business strategy and objectives and provide expert HR advice and support in accordance with business objectives, HR policies and procedures, local legislation, regulatory requirements and local HR best practice.
- Work closely with HR colleagues within the respective CoEs - i) Talent Acquisition, ii) Talent Management & Development, iii) HR Operations in order to contribute to:

- Recruiting the best talent through creative, cost effective and efficient recruitment and selection strategies;
- Managing and developing talent though effective performance management and development programmes;
- Rewarding staff through competitive and industry relevant compensation and benefits plans;
- Ensuring HR policies, procedures and practices are up-to-date, relevant and consistent with global HR strategy, whilst adhering to local legal and regulatory requirements;
- Providing local management information (i.e. headcount reports; compensation reports etc) enabling business leaders to take effective decisions relating to their teams.
- Provide advice to managers and employees on all aspects of the employee life cycle, including: recruitment and selection, performance management, compensation, employee relations, employee development, engagement and wellbeing.
- Ensure that all local documentation, but especially offer letters and contracts of employment for new hires are up-to-date and accurate and work closely with Global HRBPs and/or internal/external legal counsel to ensure they reflect any approved bespoke terms and conditions or arrangements.
- Advise managers on employee relations (ER) matters relating to performance/capability, conduct and employee grievances, recommending the use of informal/formal capability, disciplinary, and grievance processes as appropriate, escalating issues to Global HR Business Partners where necessary.
- Manage (or contribute to managing) restructuring and redundancy exercises as well as employee dismissals for reasons of performance, conduct etc., in accordance with business objectives, local employment law and market practice, escalating issues to Global HR Business Partners where necessary.
- Provide advice and manage relevant HR processes relating to employee transfers and promotions, ensuring any justified salary increases are awarded in line with HR policy and any required internal approvals.
- Provide all relevant data to payroll in a systematic and timely manner, relating to joiners, leavers, transfers, and salary adjustments; and provide detailed payroll checks at month-end.
- In partnership with the Reward Team, contribute to annual benchmarking of roles within defined population against market compensation surveys from approved supplier(s), ensuring job-matching is accurate and timely.
- In partnership with the Reward Team, contribute to managing the annual compensation review for defined population, under the guidance of the Global HRBPs, taking into account results of market compensation surveys, ad hoc market data, internal peer compensation and HR compensation policy.
- Review and analyze business management information and metrics including employee headcount data, starters and leavers, employee retention rates etc. in order to consider and advise on initiatives that will bring positive change to the business.
- Proactively consider and advise on HR and business initiatives to promote the growth and development of employees within their roles and careers.
- Lead or contribute to HR Projects within own team and/or across other