Human Resources Business Partner

Job Description

POSITION OVERVIEW

As we continue to expand this emerging business unit, we are looking for a strategic HR Business Partner (HRBP) who possesses a deep understanding of diverse business operations and can effectively align our human resources strategy with our business goals.

The HR Business Partner (HRBP) will play a pivotal role in supporting our emerging business unit, which is predominantly made up of consultants across advisory, transformation, and research teams who sit across North America and Europe.

This role requires a proactive and strategic HR leader who can navigate complex business environments, understand unique workforce needs, and drive HR initiatives that support organizational objectives.

The ideal candidate will possess strong business acumen, exceptional interpersonal skills, and the ability to influence and stand firm in high-stakes discussions with senior leadership.

KEY RESPONSIBILITIES

Relationship Building and Advisory : Build and maintain strong business relationships with leadership at all levels, serving as a trusted advisor on HR processes, policies, employment practices, and their impact on the business.

Collaborate closely with business leaders to understand strategies, challenges, and workforce needs.

HR Strategy Development : Support the development and implementation of HR strategies that align with business objectives, drive organizational performance, and enhance employee engagement.

Advocate for best practices in HR management and guide leaders on policy issues.

Talent Acquisition and Employer Branding : Partner with hiring managers to create tailored recruitment strategies for advisory, transformation, and research roles.

Lead initiatives to enhance employer branding, candidate experience, and talent acquisition processes to attract top talent.

Onboarding and Integration : Actively contribute to the New Hire Experience by designing and implementing comprehensive onboarding programs that facilitate smooth transitions and enhance engagement.

Collaborate with business leaders to ensure new hires have the resources and support they need to succeed.

Employee Development and Engagement : Work with business leaders to create clear career paths and development opportunities.

Promote a culture of continuous learning by identifying training needs and implementing relevant programs. Foster employee engagement through initiatives that support career growth and professional development.

Performance Management : Guide managers in the performance appraisal process to ensure alignment with business goals and employee development.

Monitor and assess the effectiveness of performance management systems, recommending enhancements as needed. Provide performance management thought leadership, including coaching and counseling.

Compensation and Incentives : Collaborate with leadership, finance and our compensation manager to develop diverse compensation and incentive plans that drive desired behaviors and support critical business outcomes.

Change Management : Support organizational change initiatives by providing HR insights and facilitating effective communication strategies to manage change and minimize disruption.

Assist in the integration of employees during mergers and acquisitions, ensuring smooth transitions and retention of key talent.

Employee Relations and Compliance : Manage and resolve complex employee relations issues, conducting thorough and objective investigations.

Maintain in-depth knowledge of legal requirements related to employee management, ensuring regulatory compliance and reducing legal risks.

People Strategy Collaboration : Partner with all People Strategy leaders (Talent Acquisition, Inclusion & Diversity, Talent Management, Onboarding, and Training & Development) to ensure effective service levels for stakeholders.

Actively identify gaps and implement changes to improve organizational effectiveness.

Data Analysis and Reporting : Analyze workforce trends and metrics in partnership with the HR team to develop solutions, programs, and policies.

Stand firm in boardroom discussions, presenting data-driven arguments to uphold critical business policies.

Cross-Functional Initiatives : Manage cross-functional People Strategy initiatives and projects, partnering with operations executives and line management to proactively provide HR guidance.