Overview

New York, NY

Summary

The Director, Human Resources Business Partner (HRBP) works closely with the Chief People Officer and HR Leadership Team (HRLT) to contribute to the overall profitability and growth of the firm and improve the effectiveness of HR by helping to drive innovative HR programs that addresses critical business needs.  This strategic partner role will ensure that the HR function adds business value and contributes to the firm’s strategic objectives in all areas including talent management, organizational design, planning and alignment; succession planning; total rewards; recruitment; employee relations; change management and HR best practices.   The Director’s primary role is to lead the America region’s team of HR generalists responsible for delivery of excellent client service in staff recruitment, employee relations, employee engagement and change management.  Position provides strategic consulting on the most complex HR issues, delivering expert, professional HR advice, business counsel and support to all leadership and management ensuring that the business operates a world class HR function. The Director reports to the Chief People Officer.

Key Responsibilities

Strategic Leadership

  • Execute People strategy through understanding of key business drivers and strategic challenges to develop measurable talent strategies that align with the business objectives
  • Build strong partnership with key stakeholders and actively work to improve senior team effectiveness through superb influencing skills.  Act as a coach and constructive challenger
  • Lead integration of core HR service delivery for all Americas region employees
  • Lead continuous development and improvement of human resources processes and practices including recruitment, employee relations, organizational development, employee engagement and change management
  • Drive process change to achieve standardization and consistency with HR policies and procedures

Talent Strategy & Management

  • Develop and support initiatives aimed at attracting, developing, mobilizing and retaining high performers that will drive the business forward
  • Oversee the professional staff recruiting process, including development and maintenance of vendor relationships, internal posting process, screening and interviewing candidates, new employee orientation, internal transfers, and recordkeeping
  • In collaboration with HRLT and Office Manager community design and deliver best-in class on-boarding program for lawyers and staff as needed

Employee Development

  • Provide guidance and support for organizational development
  • Review and monitor performance management process for business services staff to ensure quality, timeliness and effectiveness for business
  • Work with business services staff to develop career paths and career development opportunities. Provide coaching to staff at all levels in partnership with internal and external resources as appropriate
  • Ensure the identification and execution of strategies to mitigate the risk of turnover of key talent
  • Work with Professional Development team to assess and determine needs of staff, management, and leadership for continued professional development
  • In collaboration with Professional Development team, develop and present training for business services staff sessions as needed

Employee Engagement

  • Foster/develop a strong presence with leadership and employees to deploy programs and processes in order to build and support an engaged workforce
  • Develop recognition programs and identify ways to personalize programs to meet the needs of the firm and the business unit
  • Oversee exit interview process for business services staff and understand reasons for leaving in order to inform HR strategy, programs and policies
  • Partner with People Analytics & Compensation team to ensure appropriate communication and execution of pay for performance and other aspects of our compensation philosophy in the Americas region and in coordination with other regions

Policy & Risk Management

  • Engage regularly with business unit and regional staff, providing feedback to senior management for pro-active intervention and resolution of people-related concerns
  • Provide guidance and support at all management levels to ensure consistent and sound human resources management and adherence to internal policies
  • Provide consultative advice for leadership and management on sensitive and/or complex employee relations issues and resolutions including problem, conflict resolution, grievance and discipline issues and termination decisions
  • Serve as confidante, resource, and sounding board to business managers and leaders
  • Conduct investigations on matters such as allegations of harassment or discrimination. Serve as liaison with outside counsel on employment-related matters
  • Ensure compliance with all local, state, and federal employment laws and regulations
  • Oversee classification of positions in compliance with Fair Labor Standards Act, maintain up-to-date job descriptions for all staff

Operations & Other Duties

  • Evaluate reports and metrics developed by Data Analytics & Compensation team in relation to department goals; develop action plans to address shortfalls and gaps
  • Represent firm in appropriate outside professional organizations and forums
  • Lead and/or support ad hoc projects as required

Knowledge, Skills & Abilities

  • Strong knowledge of the full range of US employment law
  • Ability to function as a hands-on practitioner with a commercial approach with the ability to bring closure
  • Must have the ability to function as an internal coach to management, peers and others by helping them identify and resolve issues, encourage excellent management practices, anticipate internal organization issues, propose solutions, and represent the employee perspective.
  • Strong leadership skills and excellent judgment; confident manner with the ability to establish credibility quickly
  • Ability to work comfortably in a complex, matrix organization and deal positively with pressurized situations
  • Build effective informal and formal communication channels at all levels, both internally and externally
  • Strong influencing, negotiating and networking skills, able to challenge senior managers’ assumptions appropriately
  • Shows respect, listens carefully and takes on-board the views of others
  • Able to plan ahead, prioritize and deal with issues before they become a problem
  • Negotiation experience to a senior level
  • Team player, used to assimilating and sharing knowledge on a timely basis
  • Exceptional verbal and written communication skills and demonstrated ability to motivate others
  • Strategic thinker with a consultative approach
  • Resourceful & resilient
  • Pragmatic, business minded and level- headed

Education & Experience

  • 15+ years of HR generalist experience in leading edge organizations
  • 10+ years of proven leadership and management experience
  • Experience in professional services firm is desirable, but not essential

Physical Activity/Other Miscellaneous

  • Ability to work outside of regular business hours as needed
  • Ability to travel to other offices primarily in America’s region

Salary: Highly competitive above market merit based compensation
Date Active: 7.2.2021
Exempt/Not Exempt: Exempt