Role DescriptionProvide strategic and operational human capital management by facilitating succession planning, talent planning, performance calibration sessions, workforce planning, org design, YE comp, and people planning off-sites for leadership teams.
Play a vital role in enabling business growth during annual HR processes and advising on key people initiatives.
Role Objectives: DeliveryDeliver the overall people strategy for applicable business line(s) by effectively partnering with the business.
Provide strategic and/or operational human capital management through effectively facilitating succession planning, talent planning, performance calibration sessions, workforce planning, org design, YE comp, and people planning off-sites for leadership teams.
Play a vital role in enabling business growth and/or profitability during annual HR processes (i.e., YE compensation, annual performance review cycles, promotion planning, etc.)
and advising on key people initiatives (i.e., workforce planning, organizational design, performance / talent management, retention efforts, re-organizations, talent upgrades, etc.).
Demonstrate measurable value to the business through strong business acumen of applicable business line(s) to help drive people-related business outcomes, guide / direct COEs (centers of expertise) and deliver commercial solutions.Role Objectives: InterpersonalMaintain deep relationships with the business line(s) to influence strategic HR priorities and to ensure the business owns and co-drives people-related initiatives.
Partner with and/or serve as a member of senior leadership teams, providing credible advice and analysis to drive overall HR initiatives / people strategy for assigned businesses / divisions.
Partner with broader HRBP teams (across business line(s), geographies, etc.)
and across the entire division of HR to leverage universal best practices, remain aligned / have a shared understanding regarding cross-functional dependencies.
Partner with finance, legal, risk management and other key infrastructure groups to understand business financials, mitigate legal exposure(s), and help drive appropriate employee conduct (i.e., material risk takers, etc.
).Role Objectives: ExpertiseUtilize experience, training, credentials, certifications (i.e., SHRM, HRCI) and/or education (i.e., B.A./B.S.)
to maintain credibility with business line(s), represent HR on behalf of the entire organization with various stakeholders, and to maintain consultative and relationship building skills, and credibility.
Apply overall HR acumen of workforce planning, org design, talent planning, etc.
to help drive the best outcomes.
Translate internal HR data and analysis into key trends and areas of focus to help lower attrition, increase retention, develop talent, advance diversity efforts, etc.
Demonstrate business line acumen and/or sector proficiency to build consensus, credibility and to effectively influence business line leader(s).
Understand and confidently convey key industry trends (i.e., career pathing, virtual workforce, employee engagement etc.)
and competitive firm benchmarks (i.e., spans of control, levels, senior title promotion rates, etc.)
in order to accurately advise internal clients and to ensure the company remains competitive across critical areas of HR.
Demonstrate a deep fluency of employment / labor laws (i.e., anti-discrimination, wage and hour, family and medical leave, immigration, benefits and safety), regulators (i.e., DOL, DHS, etc.
), internal security requirements (i.e., PPI, data security) to help enable compliance across the firm.
Demonstrate knowledge of finance-related regulations (i.e., The Fed, SEC, OCC, etc.)
to better manage and influence business priorities.Competencies Customer Focus Driving Change Driving Results Embraces Diversity Enterprise Leadership Risk Management Strategic and Innovative Trust and Integrity Qualifications and Skills 7 plus years of experience in a client facing HR Business Partner role, and/or a combination of advanced training and experience.
Exceptional interpersonal skills: friendly, tactful, good negotiator, ability to influence others.
Strong communication skills, both written and verbal.
Demonstrated ability to drive change in an organization.
Ability to interface successfully with all levels of the organization.
Strong problem-solving skills, attention to detail and a high level of accuracy in written work.
Ability to maintain a high level of confidentiality at all times.