Senior HR Business Partner

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. The Sr. Human Resources Business Partner (HRBP) serves as a dedicated, 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, conflict resolution and risk mitigation in partnership with key stakeholders. Responsibilities Partner with leaders of assigned client group(s) as an embedded HRBP, providing day‑to‑day HR advisory, counseling and coaching that aligns people decisions with business strategy and firm values. Manage complex employee relations matters end‑to‑end (intake, assessment, documentation, action planning, and follow‑through) under the guidance of the firm’s Assistant General Counsel, Employment. Conduct and/or support internal investigations (e.g., discrimination/harassment, retaliation, policy violations and misconduct) with guidance from the ER Center of Excellence resources and the firm’s Assistant General Counsel, Employment. Provide conflict resolution support, including mediation, facilitated conversations, 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) to ensure consistency, fairness and compliance with policy and applicable law. Partner with Talent Acquisition and business leaders on workforce planning, requisition strategy, role design, selection decisions and onboarding for priority hires. Leverage quantitative and qualitative data (headcount, turnover, engagement, promotions, performance outcomes, absence trends and ER case data) to proactively identify issues, develop insights, and recommend interventions. Drive leader capability by delivering coaching, toolkits and training on 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 by identifying potential exposure areas and partnering with HR Compliance and the firm’s Assistant General Counsel, Employment. Partner with Total Rewards and Finance stakeholders to support compensation planning cycles, offers, promotions and job changes within established governance. Support communication and management of leave of absence and accommodation matters in partnership with Benefits/Leave administrators and ER/HR Compliance resources. Drive process excellence by identifying opportunities to simplify and standardize HR processes, improve employee and leader experience, and increase speed and quality of delivery. Embrace and optimize evolving HR technology (including AI‑enabled tools) to deliver insights, increase productivity and improve service. Lead and/or contribute to HR/Talent and cross‑functional projects (e.g., policy rollouts, performance cycle improvements, leader enablement programs, engagement action planning) by defining scope, timelines, stakeholders, risks and deliverables. Maintain accurate, timely case documentation and metrics; ensure appropriate escalation, confidentiality and record retention consistent with firm policies and regulatory requirements. Build strong partnerships with HR colleagues and Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, People Operations, ER/HR Compliance and Culture & Engagement). Model a high‑trust, client‑service mindset consistent with top‑tier professional services. Qualifications Bachelor’s degree required (Human Resources, Business, Organizational Psychology or related field preferred); advanced degree a plus. Minimum 10+ years of progressive HR experience, including significant HR Business Partner experience supporting leaders and employees in a professional services, consulting, financial services, technology or similarly complex environment. Proven track record of 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, proactively identify risks/trends, and support workforce planning. Demonstrated project management experience leading cross‑functional programs and operational improvements; comfortable 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, security and responsible use. Professional certification a plus (e.g., SHRM‑SCP, SPHR, or equivalent). Ability to travel to firm offices (limited). Benefits 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 Compensation The target salary range for this position varies by location and is commensurate with relevant experience: $165,000 – $215,000. This position is eligible for overtime: No. #J-18808-Ljbffr