Job Description

As the manager's and employees' advisor, the Human Resources Business Partner (HR BP) responds and supports the organisation's strategy and the business needs by defining, proposing and implementing HR action plans. As their single point of contact, the HRBP works with management to understand their business activities and to drive business performance through their teams by identifying where their future needs will be, resulting in devising HR strategies and methods to meet those needs and agreed upon implementation plans for the business. The HRBP makes the link between their employees' portfolio and the wider HR Community, and therefore leads and promotes locally the main HR processes in coordination with the HR specialists. The HRBP works in close collaboration with specialists, such as Payroll, Learning and Development and Talent Acquisition and has regular exchanges with HR Leaders.


The HR BP will primarily support the Life & Health and CFO, COO divisions in the UK in addition to overseas affiliated offices in South Africa as necessary.

Works with management to understand and support business activities and strategies, how they develop their teams and where their future needs will be

Is aware of the future business challenges to truly be part of the business by helping managers to deal with these futures changes Identifies and analyses business requirements utilizing to the Strategic Talent Workforce Reviews (top management) and the HR Business Review (local management) Creates their own internal network of contacts (managers, employees, representative staff, etc.) to stay informed about the business needs and issues Through a global approach, actively participates with the business committees and internal events to understand the strategies deployed in the divisions. Identifies how the team is managed, understands which functions are key and which employees are high potentials and how they can be developed and retained Works through individual and collective HR issues and needs Runs employees interviews (Career Interviews, Exit interviews, Long term leave interviews,...)

Devises HR strategies and methods to meet manager's needs and assists with implementing these plans with the business

Accordingly with SCOR's global HR policies and based on the global knowledge, the HR BP supports the business by proposing action plans to hire, develop, retain and exit employees, especially in case of key positions and/or high potentials Supports the development of key employees in line with managers by building Individual Career Management Plans, proposing relevant solutions Takes the opportunity of the annual HR processes : Performance management , Compensation process and other cyclical processes to implement these solutions Supports management and Group HR in building and following up the implementation of succession plans for key positions Actively participates to the evolution of the organization by providing a concrete HR support

Helps the training leader in identifying the training needs for employees

Is the single point of contact for the managers and works in close coordination with the training leader Reviews all the training needs expressed during the Performance Management & Compensation processes Follows-up about the related training actions implemented to respond to these needs Invites employees and managers for feedback and shares this with the HR BP community

Is the key interface of control and communication

Promotes HR policies toward employees and managers by building a strong relationship with mutual trust Actively participates with the HR community and more precisely the HRBP sub-community to define and adapt global HR policies and processes and proposes solutions to ensure the possibility for local implementation HR advisor for the employees and for all stakeholders within the group (e.g. senior management workforce representatives, associations, head-hunters etc)

Is the key link between their employees' portfolio and the HR Community

Represents the HR community and is the single point of contact for the employees and managers for all HR processes supported by the HR specialists Is a key interface for the Group HR department, for other HR Business Partners and for the HR specialists Asks and shares information with the different experts (compensation & benefits, training, etc...) Provides feedback to local/group HR Management on relevant topics

Is connected with external environment

Has up to date information regarding the local market in terms of employment, local practices and compensation Manages relationships with Universities and other relevant organisations - purpose to promote SCOR and attract Talent Takes part in market HR forums to represent SCOR Ensures compliance with legal and regulatory requirements to mitigate business risk (reputational and financial risk) Work across multiple geographies, languages, currencies, legal and regulatory environments

Works with TA for hiring new employees and enabling mobility of current employees

Assists with defining recruiting strategy, job specs, compensation package etc. together with respective hiring manager Ensures and overviews headcount process in close coordination with Group HR controls Keeps up to date with the applicant tracking system (SCOR & Me) to ensure all applicants are recorded and progressed through the recruitment process as required Assists with setting up and conducting interviews with candidates Prepares employment contract, offer letters etc Ensures successful on boarding and integration with line manager Support international/local mobility and provide knowledge and experience in relation to immigration requirements and best practices

Is responsible for administrative tasks

Completes ad-hoc administrative tasks Provide HR metrics and analysis to enable effective HR related decisions

Member of the following committees: e.g. Audit committee, Investment Committee etc.

Member of the HR BP sub-community Member of project teams as required

Required experience & competencies

Experience:

Human Resources experience in a generalist and or/ BP role, ideally gained in the Insurance industry or financial sector Sound understanding of HR processes (recruitment, performance management, compensation, global mobility, employee relations etc.) Advanced knowledge of UK employment law Experienced in communicating across different hierarchical levels and cultures Project management and change management experience

Digital Skills:

Proficient in MS Office (Excel / Word / PowerPoint) PeopleSoft or similar HR system experience SuccessFactors or experience of an ATS is desired

Personal Competencies:

Business Acumen Client Relationship Management skills Interviewing skills Organizational Development skills Communication, presentation and listening skills Negotiation, influencing and conflict management skills Ability to mediate between parties Project management skills Coaching skills is an advantage Change management skills Good user of MS Office applications General knowledge of relevant income tax, Training & Development and/ or Compensation and Benefits is an advantage Strategic thinking and planning Solution orientated Proven ability to deliver on goals and passion for quality

Managerial competences (if applicable):

Good understanding of people management principles

Required Education

Qualification in Human Resources Management and or General Business Management Education



Working Pattern - Hybrid with 3 days mandatory office presence.



As a leading global reinsurer, SCOR offers its clients a diversified and innovative range of reinsurance and insurance solutions and services to control and manage risk. Applying "The Art & Science of Risk," SCOR uses its industry-recognized expertise and cutting-edge financial solutions to serve its clients and contribute to the welfare and resilience of society in around 160 countries worldwide.


Working at SCOR means engaging with some of the best minds in the industry - actuaries, data scientists, underwriters, risk modelers, engineers, and many others - as we work together to find solutions to pressing challenges facing societies.


As an international company, our common culture is defined by "The SCOR Way." Serving both to build momentum that drives the Group forward and as a compass to guide our actions and choices, The SCOR Way is anchored by five core values, reflecting the input of employees at all levels of the Group. We care about clients, people, and societies. We perform with integrity. We act with courage. We encourage open minds. And we thrive through collaboration.


SCOR supports inclusion and the diversity of talents, and all positions are open to people with disabilities.