Human Resources Business Partner

How you will contribute:

• In collaboration with the Regional HRBP Lead and Managing Partner(s), sets HR strategy in alignment with business strategy, needs and goals
• Ensure actionable and measurable plans are developed and implemented to execute the regional strategy; monitor plan completion and effectiveness
• Participate in firm leadership planning meetings to ensure the people implications of strategic business decisions are considered and evaluated
• Use metrics, trends, and industry knowledge to provide guidance to leaders and to recommend and develop solutions regarding all people-related programs and processes
• Partner effectively with and leverage resources appropriately from the internal HR organization to serve the needs of the practice unit
• Develop and implement change management and communication strategies to facilitate employee engagement and ensure transparency of information to employees
• Advise management and employees on employee relations issues, identify trends and help develop appropriate solutions
• Respond to employee relations issues such as employee complaints and harassment allegations. May represent management in investigating, answering and settling complaints
• Ensure employee relations processes support the firm's culture and minimizes firm risk, including addressing performance issues, advising on disciplinary procedures and participating in counsel-out discussions
• Stay apprised of exit interview data, analyze trends, and develop strategies (with regional leaders) to address common themes as needed
• Provide coaching and support to managers to ensure the successful application of the firm performance programs
• Support partners and managers in staff coaching and development responsibilities
• Oversee semi-annual Talent Review processes, including facilitation of succession and high potential identification discussions and appropriate follow-up with office, market and regional leaders
• Use key manager and staff metrics to facilitate performance and succession discussions
• Oversee completion and quality of leadership feedback surveys, including determination of evaluators and system integrity
• Ensure HR policies and practices are applied consistently and appropriately
• Facilitate the implementation of new HR policies and procedures
• Refer questions or concerns regarding policy interpretation to the HR Service Center
• Refer general employee inquiries to HR Service Center
• Follow up with HR department staff as needed to ensure resolution of issues
• Ensure proper handling of situations to maintain compliance with federal and state employment laws and to reduce liability
• Oversee annual compensation process for assigned office/market including review of proposed changes for consistency and equity and taking into account employee performance, market data and market conditions
• Partner with Total Rewards team to ensure clarity and consistency with pay and rewards practices
• Oversee promotion processes
• Maintain familiarity with and support all Firm wide benefits
• Lead by example and maintain a team environment that fosters collaboration, continuous learning, and professional growth

We are looking for people with Forward Vision and:

• Strong self-awareness and emotional intelligence
• Able to tolerate ambiguity - able to decide and act in the face of a complex problem
• Growth mindset, continual learner
• Exceptional changeability
• Generates and executes innovative, strategic solutions
• Ability to act with integrity, professionalism, and confidentiality
• Influential, strong executive presence
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Ability to work on multiple concurrent tasks with regular interruptions
• Strong analytical and problem-solving skills
• Ability to confidently and comfortably deliver presentations and speak internally and externally in front of large groups
• Resilient, flexible and able to respond professionally to emerging issues and situations

Minimum Qualifications:

• Bachelor's or Masters degree in a related field
• 5 years of related experience required, 10 years or more preferred
• SHRM and/or HRCI certification preferred
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems
• Thorough knowledge of employment-related laws and regulations