At Ashurst Perkins Coie, we're helping shape the future economy. With a global team of more than 3,500 legal professionals across 52 offices, we partner with leading organisations to solve complex challenges across a diverse range of industries, with a distinct strength in technology, energy & infrastructure, and financial services. Our people work on market-leading matters that drive innovation, growth, and transformation around the world. For Ashurst Perkins Coie, innovation is our tradition.

What makes Ashurst Perkins Coie a great place to work?

• Flexible work options
• Health and wellbeing benefits, gym membership, and discounted corporate health plans
• Career advancement - client secondment opportunities, global opportunities, and award-winning Learning & Development programs

About the role:

This is a highly-valued HR generalist role that supports legal divisions in the UK. Working as part of a business partnering team, you will be supporting People & Culture Business Partners and collaborate with a centralised transactional team in Glasgow and specialist HR teams in London. The role provides operational HR support to multiple teams and stakeholders.

This is a full-time, 14 month fixed term contract role (expected to commence 1 February 2027) based in our London office with hybrid working.

More information can be found in the job description attached to the role on our careers site.

Key Responsibilities:

• Responsibility for timely and accurate execution of staff movement processes including starters, leavers, parental leave and global secondments/transfers. This involves keeping track of what is happening in different teams and proactively ensuring that processes are followed, stakeholders are aware of movements, and relevant approvals are obtained in a timely way.
• Provide HR operational updates (e.g. team movements, P&C initiatives) for team meetings and newsletters. Draft team communications on behalf of staff partners, for example to welcome new joiners.
• Assist with ad-hoc reporting requirements and general HR policy questions from employees, career managers, partners and leaders, in collaboration with central HR and finance teams.
• Analyse HR data and provide data insights where relevant to support decision makers.
• Proactively share information, ideas and points of view to enhance business processes and policies.
• Own and maintain practice group tracking data covering joiners, movers, sickness, performance, secondments, parental and other leave, ensuring accurate records and regular updates to Practice Heads
• Review and amend contracts, letters and ad-hoc communications prepared by central HR teams to ensure correspondence is appropriate, accurate and any risks are managed.
• Work with Staff Partners/Practice Heads to develop and implement plans to improve employee engagement
• Support Business Partners with cyclical processes such as talent review, performance review, and salary review.
• Contribute to HR projects as required, for example, new induction for new joiners in London, or the transfer of HR processes to the centralised HR transactional team.
• Liaise with and support Early Careers team and Business Partners regarding trainee seat moves, qualification processes and interviews, to ensure business needs are met.
• Manage sickness absence and occupational health requirements, working with employees and relevant teams to ensure a successful return to work.
• Take notes for employee relations processes including investigations, capability and disciplinary meetings. Opportunity to take ownership for managing ER cases over time.
• Risk and Control: Ensure that all activities and duties are carried out in full compliance with our regulatory requirements and internal policies.

Essential skills and experience

• Previous experience within HR advisory is essential, with a good understanding of HR process and best practice.
• Excellent attention to detail to produce accurate work and keep close to team movements.
• Strong organisational skills to be able to work across multiple populations and manage workload, keeping track of what is happening and where support is needed/follow up is required.
• Proven ability to take ownership of operational HR activities and use initiative.
• Demonstrates ability to think about the best way to support decision makers/stakeholders so they feel supported and things get done.
• Experience working in a matrixed and partnership organisation will be an advantage.
• Ability to successfully manage competing priorities and deadlines.
• Proactive ability to identify and implement business process improvements to achieve more efficient and effective ways of working.
• Proven ability to communicate with confidence at all levels and strong relationship building skills.
• Team player, contributing to the success of the People and Culture team through collaboration. Preference for CIPD qualified or working towards qualification.

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