Sr. Human Resources Business Partner (Sr Manager)

Join Goodwin’s Global Operations Team, and make a real impact on a global scale. At Goodwin, we work with some of the world’s most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. As part of the Global Operations Team – all business professionals at the firm – you’ll collaborate with colleagues from varied backgrounds and experiences, fostering an environment where cross-functional learning, networking, and collaboration are at the core of what we do. Here, we’re not just supporting a law firm; we’re partnering with attorneys and clients to deliver cutting‑edge solutions in high‑stakes litigation and dispute resolution, world‑class regulatory compliance and advisory services, and complex transactions. Our commitment to integrity, ingenuity, agility, and ambition drives us, and we’re proud to have been recognised as the “Best Business Team” by The American Lawyer. This is your opportunity to grow professionally in a dynamic, global environment, surrounded by forward‑thinking peers. The Sr. Human Resources Business Partner (HRBP) serves as adedicated, trusted advisor to assigned internal client group(s), partnering with leaders and employees to deliver practical, business‑aligned HR solutions across the employee lifecycle. This role provides expert HR advisory and counseling support, leads and resolves complex employee relations matters, conducts and supports internal investigations, and drives performance management, conflictresolutionand risk mitigation in partnership with key stakeholders. The HRBP leverages workforce andpeopledata to proactivelyidentifytrends, diagnose rootcausesand influence workforce planning and organizational decisions. The HRBP stays current on employment law and HR best practices, embraces evolving technology (including AI) to improve efficiency and effectiveness, and uses strong project management skills to lead and deliver cross‑functional initiatives. What You Will Do: Partner with leaders of assigned client group(s) as an embedded HRBP, providing day‑to‑day HR advisory,counselingand coaching that alignspeopledecisions with business strategy and firm values. Managecomplex employee relationsmatters end‑to‑end (intake, assessment, documentation, actionplanningand follow‑through),partnering withthe ERCenter of Excellenceresources and under the guidance of the firm’s Assistant General Counsel, Employmentasappropriate. Conduct and/or support internal investigations (e.g., discrimination/harassment, retaliation, policyviolationsand misconduct)with active guidance from the ERCenter of Excellent resources and the firm’sAssistantGeneral Counsel, Employment, ensuringtimely, fair,confidentialand well‑documented outcomes and recommendations. Provide conflict resolution support, including mediation,facilitatedconversations, and coaching for leaders and employees to restore working relationships and reduce escalation risk. Advise leaders on performance management practices (goal setting, feedback, documentation, improvement plans, and employment actions), ensuring consistency, fairness and compliance with policy and applicable law. Partner with Talent Acquisition and business leaders on workforce planning, requisition strategy, role design, selectiondecisionsand onboarding for priority hires; contribute a pragmatic perspective on candidate experience and risk. Leverage quantitative and qualitative data (e.g., headcount, turnover, engagement, promotions, performance outcomes, absencetrendsand ER case data) to proactivelyidentifyissues, develop insights, and recommend interventions to improve retention,performanceand culture. Drive leader capability by delivering coaching,toolkitsand training on topics such as performance management, inclusive leadership, difficult conversations, policy application and change management. Support organizational effectiveness initiatives such as team diagnostics, org design, role clarity, job architecture alignment, and change management for restructures and business transformations. Advise on risk management across the employee lifecycle byidentifyingpotential exposure areas, partnering withHRComplianceand the firm’s Assistant General Counsel, Employment, and ensuring decisions are consistent with firm policy, documentationstandardsand professional services expectations. Partner with Total Rewards and Finance stakeholders to support compensation planning cycles, offers, promotions and job changes within established governance; provide guidance on internal equity and competitive considerations. Support communication and management ofleave of absence and accommodation matters in partnership with Benefits/Leave administratorsand ER/HR Compliance resources, ensuring interactive process practices,timelydocumentationandleaderguidance. Drive process excellence byidentifyingopportunities to simplify and standardize HR processes, improve employeeandleaderexperience, and increase speed and quality of delivery. Embrace andoptimizeevolving HR technology (including AI-enabled tools) to deliver insights, increaseproductivityand improve service;demonstratethe ability to quickly learn new systems and teach self and others through change. Lead and/or contribute toHR/Talentandcross‑functional projects (e.g., policy rollouts, performance cycle improvements, leader enablement programs, engagement action planning) by defining scope, timelines, stakeholders,risksand deliverables. Maintainaccurate,timelycase documentation and metrics; ensureappropriate escalation,confidentialityand record retention consistent with firm policies and regulatory requirements. Build strong partnerships with HR colleagues and Centers of Excellence (Talent Acquisition, TalentDevelopment,Total Rewards, People Operations, ER/HR Compliance and Culture & Engagement) to deliver integrated, high-quality solutions for client groups. Model a high‑trust, client‑service mindset consistent with top‑tier professional services,demonstratingsound judgment, responsiveness,discretionand the ability to influence. Who You Are: Bachelor’s degreerequired(Human Resources, Business, OrganizationalPsychologyor related field preferred); advanced degreea plus. Minimum10+ years of progressive HR experience, including significant HR Business Partner experience supporting leaders and employees in a professional services, consulting, financial services,technologyor similarly complex environment. Proventrack recordof leading employee relations cases, conflict resolution, performance management, and internal investigations with strong judgment and consistent documentation practices. Demonstrated experience using data and insights to influence decisions, proactivelyidentifyrisks/trends, and support workforce planning. Demonstrated project management experience leading cross‑functional programs and operational improvements; comfort working in a matrixed environment with multiple stakeholders. Experience with HR technology ecosystems (HRIS, ATS, performance tools, case management) and comfort adopting and enabling new capabilities, including AI, with attention to privacy,securityand responsible use. Professional certificationa plus(e.g., SHRM‑SCP, SPHR, or equivalent). Ability to travel to firm offices (limited).

#LI-GK1

Benefits and More At Goodwin, you will discover your next career opportunity with a rewarding compensation package and comprehensive benefits, including: Health, dental, and vision insurance Life and disability insurance Retirement & Savings Plan Emergency back‑up child and adult care Paid vacation, sick time off, and holidays Professional development and career advancement opportunities Employee recognition and reward programs Employee wellness and assistance programs Employee discounts and perks This position is eligible for overtime: No The Target Salary Range For This Position Varies By Location And Is Commensurate With Relevant Experience: $165,000.00 - $215,000.00 #J-18808-Ljbffr Goodwin