HR Business Partner

• Serve as a strategic advisor to leadership on people and talent matters
• Monitor key people metrics and provide insights to leadership.
• Leverage data for decision-making around talent and people.
• Serve as the go-to person for any personnel issues, asking for guidance and help as needed.

• Serve as partner to the Talent Acquisition team, interview final candidates and oversee offer decision process for Associates and Analysts.
• Play a key role in building integration plans for Associate, Analyst and Consultant new hires and ensure they benefit from mentoring and support for the first year.
• Identify ongoing learning and development needs of cohort and partner with peers and Learning and Development team to build appropriate content.
• Facilitate mid-year and annual performance reviews, including 360 colleague feedback and compensation.
• Continue to improve clarity, transparency, and consistency in promotion processes, in alignment with talent strategy.

• Provide leadership and support to Consultants on team structures, individual development feedback, and coaching.
• Understand the developmental goals of individual team members; increase focus on delivering consistent and objective feedback.
• Partner with Practice Leadership to ensure career development needs are met through opportunities to work on assignments, and participate in internal firm initiatives and cross-functional training.

• Understand group morale through individual and team conversations; help lead the development and implementation of initiatives to increase engagement.
• Know the skills needed to build effective engagement/project teams and be able to coach and advise others.
• Drive team connectivity within the practice and across the Associate and Analyst cohort.
• Foster an inclusive environment. Lead efforts to ensure inclusion and equity through mentorship, career development, and community building.
• Work within the matrix structure across geographies and practices. Act as a liaison to leadership on relevant issues.
• Be an early adopter of new technology and create opportunities for others to learn.
• Understand the talent implications of AI and provide support to help colleagues adapt to new ways of working.

• 10+ years of business experience, ideally in a talent management role within a professional services firm or relevant corporate environment.
• Demonstrates interest and aptitude in providing career development leadership. Ideally has experience leading talent-related processes.
• Experience in capacity planning and resource management is ideal. Demonstrates ability to balance client needs and individual development needs, as well as aggregate understanding of capacity planning dynamics.
• Has broad, comprehensive understanding of Human Resources functions.
• Experience working in a high performance, fast-paced environment in a role where multiple projects and competing demands are the norm.
• Strong academic credentials. An MBA or graduate degree in a relevant field is additive but not required.

• Developing strong relationships and rapport with the full range of colleagues and building trust-based relationships with various constituents.
• Open to trying new approaches and learning from different sources.
• Focusing on shared goals, prioritizing the goals of the team or firm over personal agendas and taking accountability for achieving shared agendas.
• Adjusting approach based on the situation, encouraging experimentation and learning from both successes and failures.
• Empowering teams by providing autonomy, resources, and support, ultimately leading to increased engagement, innovation, and better outcomes .
• Being authentic and trustworthy, an active listener and learner, interested in engaging with colleagues and other stakeholders, bringing good judgment, objectivity, and humanity to interactions.
• Being able to solicit and consider different perspectives into their problem solving and also demonstrate courage of conviction and willingness to push back when appropriate.

• Proven ability to operate as a strategic thought partner to senior executives.
• Ability to be in the "first seat," seen as credible.
• Can participate credibly in discussions about leadership/talent/practice dynamics .
• Ability to leverage expertise; insight- driven.
• Credibility with senior leaders through fluency in organizational structure and dynamics (e.g., governance, corporate finance, ownership structure) and industry/functional dynamics; business acumen to be able to have broad-based business discussions.

• Modeling a passion for quality professional services and building trust-based relationships with team members.
• Embodying firm values and displaying cultural awareness, inclusion, and sensitivity in each interaction with colleagues; embodying further development of a learning culture by celebrating stretch efforts and encouraging constructive feedback and reflection.
• Actively soliciting input/feedback and being a resource, coach, and sounding board.
• Acting with impeccable judgment and discretion in dealing with confidential, potentially sensitive issues related to performance or personal challenges.

• Demonstrating an understanding of the practice talent strategy and translating that strategy into effective, creative, and efficient approaches.
• Evolving processes and suggesting new ideas through creative thinking, analysis, reflection, knowledge of competition, and engagement of colleagues.
• Displaying the highest level of judgment on performance/development assessments and career development paths, communicating directly with individuals regarding opportunities for improvement and growth.

• Having strong attention to detail while maintaining big picture thinking and a sense of urgency, particularly when it comes to engaging with teams and individuals on staffing and resource management.
• Balancing multiple priorities with high quality results; leading seamless talent processes and communicating effectively with multiple stakeholders.

• Retirement savings plan with discretionary profit sharing contribution and employer match;
• PTO (minimum 15 days per year, increases with tenure), paid sick time (10 days per year), company holidays (12 days per year), and paid leaves of absence when applicable;
• Comprehensive health benefits, including medical, dental, and vision insurance, and healthcare flexible spending account;
• Life Insurance, and short-term and long-term disability insurance;
• Wellness benefits, including an employee assistance program, virtual mental health program, and mindfulness program; and
• Voluntary benefit options, including supplemental life insurance, identity theft protection, and whole life insurance with long-term care and critical illness coverage.

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