HRES Business Partner

Overview

In this role, you partner with employees and managers as an HRES Business Advisor to deliver expert HR advisory across a high-volume, fast-paced environment. You will support end-to-end employee relations, remuneration rounds, and performance processes while leveraging data to inform decisions. You’ll work with global stakeholders to promote the HR operating model and drive continuous improvement through new HR technologies. This is a chance to shape advisory services within a transformative HR function at Morgan Stanley.

Pay / Benefits

• attractive and comprehensive employee benefits
• flexible working arrangements
• diversity and inclusion emphasis
• opportunity to move across the business based on interest
• supportive, collaborative culture
• focus on work-life integration

Responsibilities

• Advise on employee relations issues with regard to best practice, law, and business impact
• Support Year-End activities including compensation decisions, promotions, and performance management
• Advise on Occupational Health cases ensuring consistent risk management
• Provide timely data analytics and reporting to support decision-making and risk identification
• Collaborate with hiring managers and Recruitment/Compensation teams on recruitment
• Assist with international relocations and assignments in partnership with internal teams
• Support monthly data audits for accuracy and reliability
• Demonstrate agility to adapt to changing priorities and operating model
• Leverage HR technologies (digital tools, automation, virtual agents) to improve service delivery
• Build trust and promote the HR operating model with divisional stakeholders

Key requirements

• 3–4 years HR Generalist or HRBP experience (advantage)
• Proven HR background in financial or professional services
• Ability to manage relationships within matrix structures
• Strong analytical and communication skills
• Ability to influence, persuade, and manage expectations
• Multi-tasking ability under pressure and adapting to change
• Rational, logical problem-solving approach
• Good awareness of employment risks and escalation processes

• influencing and persuasion
• strong communication
• team player yet independent
• data analytics and reporting
• HR technologies (digital tools, automation, virtual agents)
• stakeholder management across levels

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