Sr. Human Resources Business Partner (Sr Manager)

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. The HRBP leverages workforce and people data to proactively identify trends, diagnose root causes and 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, 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), partnering with the ER Center of Excellence resources and under the guidance of the firm’s Assistant General Counsel, Employment as appropriate. Conduct and/or support internal investigations (e.g., discrimination/harassment, retaliation, policy violations and misconduct) with active guidance from the ER Center of Excellent resources and the firm’s Assistant General Counsel, Employment, ensuring timely, fair, confidential and well‑documented outcomes and recommendations. 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), ensuring 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; contribute a pragmatic perspective on candidate experience and risk. Leverage quantitative and qualitative data (e.g., headcount, turnover, engagement, promotions, performance outcomes, absence trends and ER case data) to proactively identify issues, develop insights, and recommend interventions to improve retention, performance and culture. Drive leader capability by delivering coaching, toolkits and 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 by identifying potential exposure areas, partnering with HR Compliance and the firm’s Assistant General Counsel, Employment, and ensuring decisions are consistent with firm policy, documentation standards and 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 of leave of absence and accommodation matters in partnership with Benefits/Leave administrators and ER/HR Compliance resources, ensuring interactive process practices, timely documentation and leader guidance. 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; demonstrate the ability to quickly learn new systems and teach self and others through change. Lead and/or contribute to HR/Talent and cross‑functional projects (e.g., policy rollouts, performance cycle improvements, learner 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) to deliver integrated, high‑quality solutions for client groups. Model a high‑trust, client‑service mindset consistent with top‑tier professional services, demonstrating sound judgment, responsiveness, discretion and the ability to influence. Who You Are 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; 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, security and responsible use. Professional certification a plus (e.g., SHRM‑SCP, SPHR, or equivalent). Ability to travel to firm offices (limited). Benefits And More 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