Human Resources Business Partner

We are mission-driven to advance wellbeing across the Quality of Life ecosystem through impactful leadership. Come join us!

THE ROLE

As a key member of the global Human Resources team, the Human Resources Business Partner (HRBP) provides generalist and talent management consulting services to the organization. The HRBP acts as a trusted advisor to people leaders and team members, utilizing working knowledge of the business to identify and implement effective HR strategies and solutions, and develop and implement a comprehensive talent management strategy. The HRBP is capable of quickly pivoting from strategic to hands-on, broadly spans HR disciplines in knowledge, and leads a team of two talent professionals.

Work will be conducted in a hybrid environment. This position offers a base salary of $130,000 to $170,000, plus a target bonus of20% of base salary.Salary within our ranges is determined by your education, experience, knowledge, skills, and abilities, as required by the role, as well as internal equity and alignment with market data. WittKieffer offers a full benefits package including medical, dental, vision, 401k, life and disability insurances, and generous paid time off.

RESPONSIBILITIES

Business Partner Management:

• Cultivates and sustains trusted partnerships with leaders across the firm. Supports leaders in effectively implementing company programs and key talent processes at a team level. Identifies, develops, and implements HR solutions that address business-level priorities beyond firm-wide initiatives.

• Works with managers to understand the skills, competencies, and outcomes that align with successful performance in key positions. Translates those requirements into hiring, selection, performance, and talent management decisions, as well as the identification of development needs.

• Partners with leaders and HR colleagues to make compensation decisions that balance internal and external equity, budgets, and individual performance.

• Provides expert guidance and support on complex, specialized, and sensitive questions and issues as they arise. Responds to routine questions and requests from managers and team members.

• Offers people leaders feedback on areas of concern for team members. Helps managers develop strategies to address opportunities in a manner consistent with the company's culture and drive team member engagement and inclusion.

Talent, Culture, and Engagement:

• Creates and maintains a cohesive talent management strategy that aligns with the firm's strategic priorities. Makes recommendations on when to leverage third-party support, select providers, and manage third-party relationships.

• Develops, integrates, and supports talent and performance processes that improve the assessment, development, and management of talent across the firm.

• Oversees the firm's performance processes--from goal setting, formal performance reviews, and routine feedback--to drive consistent accountability to performance standards, fairness in the assessment of performance, and team member understanding of their performance.

• Refines and executes talent reviews, succession planning, and development programs to strengthen the talent pipeline for key roles and the leadership capabilities within the firm.

• Guides the firm's learning content and onboarding support. Provides training and development opportunities to cultivate critical skills within the organization.

• Partners with leadership to identify opportunities to evolve the organization's culture and drive high engagement. Where needed, leverages feedback, surveys, and other tools to gauge team member sentiment.

• Continuously reviews and updates talent-related policies to support a positive organizational culture and address the evolving needs of team members.

Employee Relations and Compliance:

• Oversees employee relations matters. Conducts unbiased investigations and makes recommendations for appropriate corrective action. Implements corrective actions and ensures appropriate documentation of actions taken.

• Handles sensitive team member matters, including complex leaves of absence, requests for reasonable accommodation, etc.

• Domestically, ensures the company maintains compliance with federal, state, and local employment laws and regulations, internal protocols, and best practices. Works with counsel to adapt policies and practices for global employees.

• Participates in the review of policies and practices to ensure compliance and alignment with best practices.

• Oversees the implementation of compliance training.

Collaboration and Execution:

• Collaborates with others on the HR team to design, develop, and implement HR programs, policies, and practices that enable company-level strategy.

• Successfully collaborates within the HR function and with other enterprise functions (e.g., finance, information technology, marketing, etc.) to execute team-level HR priorities and generally ensure a positive team member experience.

• Supports the execution of routine HR transactions, including promotions, job changes, etc.

• As appropriate, develops and implements communications regarding team member changes, ensuring alignment on communications cadences between business teams, HR, and Marketing.

CANDIDATE PROFILE

Qualifications:

• Bachelor's degree required; advanced degree in Human Resources, Industrial/Organizational Psychology, or another related field is strongly preferred.

• Certification as Senior Professional in Human Resources (SPHR), Global Professional in Human Resources (GPHR), or SHRM Senior Certified Professional (SHRM-SCP) is strongly preferred.

• Seven or more years of prior Human Resources experience required.

• Experience in a professional services organization is a plus.

• Thorough knowledge of U.S. employment-related laws and regulations. Experience working globally in an HR capacity or supporting a global workforce would be a benefit.

• Proficiency with Human Capital Management tools required; Workday experience is preferred.

• Relationship Building: Effectively builds and maintains relationships both within and outside of the organization. Internally, works within the parameters of the organization's structure, processes, systems, policies, and culture. Builds credibility for the organization as an HR expert.

• Communication: Effectively crafts and delivers concise and informative communications, listens to and addresses the concerns of others, and seeks feedback.

• Initiative Management: Designs, implements, and supports HR projects that align with functional and organizational objectives.

• Integrity: Demonstrates high levels of integrity in relationships and behaviors. Ensures the policies and practices reflect the organization's ethical values and fair treatment for all individuals in the workplace. Cultivates a work environment in which every person feels welcomed, respected, supported, and a sense of belonging.

• Change Management: Leads and supports maintenance of or changes in strategy, organization, and/or operations.

Witt/Kieffer Inc. ("WittKieffer") provides equal employment opportunities to all employees and applicants. WittKieffer will recruit, employ, train, promote and compensate our employees withoutregard to race, religion, creed, color, national origin, citizenship, gender, pregnancy,military status, age, marital status, sexual orientation, sexual identity, disability or any other personal characteristic protected by applicable federal, state or local law. WittKiefferwill endeavor to make reasonable accommodation, as required by law, for qualifiedindividuals with known disabilities or religious practices unless doing so would result in anundue hardship on the operation of our business.