Human Resources Business Partner

Job Description

Job Description

Centri Business Consulting provides the highest quality advisory consulting services to its clients by being reliable and responsive to their needs. Centri provides companies with the expertise they need to meet their reporting demands. Centri specializes in financial reporting, internal controls, technical accounting research, valuation, mergers & acquisitions, and tax, CFO and HR advisory services for companies of various sizes and industries. From complex technical accounting transactions to monthly financial reporting, our professionals can offer any organization the specialized expertise and multilayered skillsets to ensure the project is completed timely and accurately.

We are One Firm, One Team, and One Culture. It's how we do things at Centri. And a large part of our focus is on becoming the best, most wholesome professional you can be. You're not just a number. You're part of the Centri Family.

Career Advancement:

• Working at Centri is not just a job, it is a career path. We promote on talent, not tenure, allowing our team to take ownership of their growth & career trajectory

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to practice leaders, people managers, and employees. This role is responsible for aligning people strategies with business objectives while delivering high‑impact HR support across the employee lifecycle in a fast‑growing accounting advisory firm. The HRBP balances strategic partnership and hands‑on execution , providing counsel on performance management, talent development, engagement, workforce planning, employee relations, and organizational change. Success in this role requires strong business acumen, sound judgment, and the ability to influence leaders in a partnership‑driven environment.

Core Responsibilities:

Strategic Business Partnership

• Partner with Practice Leaders and functional leadership to translate business objectives into people strategies that support growth, performance, and retention.
• Serve as a thought partner on organizational design, team structure, role clarity, and workforce planning.
• Proactively identify people‑related risks and opportunities within assigned client groups.

Talent & Performance Management

• Advise leaders on performance management, goal setting, feedback, and development planning.
• Support promotion, compensation, and succession planning processes in partnership with HR COEs and leadership committees.
• Coach managers on managing high performers, underperformance, and development conversations.

Employee Relations & Compliance

• Act as the first point of contact for employee relations matters, ensuring issues are addressed fairly, consistently, and in compliance with firm policies and applicable laws.
• Conduct investigations as needed and partner with Legal or external counsel where appropriate.
• Provide guidance on HR policies, procedures, and best practices.

Engagement, Culture & Change

• Partner with the Engagement & Culture function to reinforce firm values and drive engagement initiatives.
• Use employee feedback and engagement insights to advise leaders on meaningful action.
• Support change management efforts related to growth, restructuring, acquisitions, or process transformation.

Manager Enablement & Coaching

• Strengthen leadership capability by coaching managers on effective people management and decision‑making.
• Identify skills gaps and partner with Learning & Development to address development needs.
• Serve as a role model for effective leadership behaviors and inclusive practices.

HR Operations & Collaboration

• Partner closely with HR colleagues across Talent Acquisition, Total Rewards, L&D, and HR Operations to ensure a seamless employee experience.
• Support firmwide HR initiatives and annual cycles (performance reviews, compensation planning, engagement surveys).
• Ensure data accuracy and timely execution of HR processes within assigned client groups.

Qualifications & Experience:

• 12+ years of progressive HR experience, with demonstrated experience as an HR Business Partner or in a similar advisory role.
• Bachelor's degree in Human Resources, Business, or a related field required; master's degree preferred.
• Experience supporting managers and leaders in professional services, accounting, consulting, or similarly complex environments.
• Strong working knowledge of employment laws, employee relations, and performance management practices.
• Proven ability to influence without authority and build credibility with senior leaders.
• Experience supporting partners, managing directors, or revenue‑generating client service teams preferred.
• Exposure to fast‑growth, matrixed, or partnership‑structured organizations preferred.
• SHRM‑CP/SHRM‑SCP, PHR/SPHR, or similar certification a plus.

Required Skills/ Abilities:

• Business and financial acumen.
• Executive presence and sound judgment.
• Coaching and consultative mindset.
• Strong written and verbal communication.
• Comfort navigating ambiguity and change.
• Data‑informed decision making.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift items up to 30 pounds at times.
• Travel will be 5% of the time when necessary.

This position is an exempt position as it relates to the fair labor standards Act. Centri provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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