HR Business Partner

Position Summary The HR Business Partner (HRBP) will serve as a strategic partner within the Human Capital Management team, overseeing all human capital initiatives and activities for the firm’s Global Investor Relations team and supporting lead HR Business Partner for Carlyle’s US Buyout/Private Equity business. The HRBP will align human capital strategies with business objectives, working closely with client groups to address performance management, employee development, recruiting and internal mobility, retention strategies, succession planning, talent calibration, organizational design, business reorganizations, diversity strategic initiatives, immigration cases, employee relations issues, and data analysis. The ideal candidate will build strong relationships with business leaders to deeply understand and support their needs and objectives. This role demands a proactive, commercial mindset and the ability to multitask with a strong sense of urgency. The HRBP will play a critical role in ensuring that human capital initiatives effectively support the business’s strategic goals. Responsibilities Performance and Talent Management Examine organizational design and top talent to identify succession plans within coverage area. Lead the rollout of talent calibration exercise across each business group, ensuring alignment and consistency. Advise on career pathing for high potential and top performing talent, including but not limited to stretch assignments, exposure, and levelling of roles within teams. Identify critical training needs and partner with the Talent team to design and implement programs that align with your business areas objectives. Partner with managers to develop and monitor performance improvement plans, coaching them and employees through corrective actions effectively. Advise the business on strategies to improve morale and culture by leveraging insights from employee engagement surveys and exit interviews to create impactful business plans. Effectively manage Analyst & Intern Programs embedded within your coverage area. Collaborate with the business to identify and recommend promotion candidates, overseeing a consistent and fair promotion process. Leverage key metrics and data (attrition stats, promotion rates, exit interviews, recruitment acceptance rates, etc.) necessary to help drive informed business decisions. Employee Relations Respond to inquiries regarding policies and procedures, demonstrating thorough knowledge of state and federal employment law. When necessary, lead thorough investigations into issues impacting employer/employee relations or regulatory compliance including conducting interviews, analyzing data, identifying patterns, discussing concerns with involved parties, and providing legally sound resolution to the business. Proactively manage the firm’s liability by guiding management and employees in resolving work‑related issues in a fairly, consistently, and equitably manner, including negotiating resignation and release agreements when necessary. Actively seek opportunities to engage employee population, with the goal of optimizing performance and enhancing overall workplace productivity. Compensation & Budget Management Strategically manage the quarterly headcount, compensation, and benefits budgets within your business area, including budget, cost center, and allocation mapping. Proactively analyze local market conditions, data, practices, and competitiveness of compensation programs (including equity practices) across all investment classes and regions within coverage area. Ensure the workforce is optimally sized, shaped, and cost‑effective, with the agility to meet future business needs. Collaborate closely with fund and group heads to establish clear connections between performance and competitive compensation programs, including both cash and equity components. Manage year‑end compensation process and provide expert advice and guidance to ensure compensation programs remain competitive in the marketplace. When needed, identify, lead, and manage annual salary surveys to ensure Carlyle’s pay remains consistent within the region and aligns with our compensation philosophy; make appropriate recommendations to Partner, Head of HR Business Partners. Maintain a thorough understanding of Carlyle’s long‑term incentive programs to effectively support and advise on compensation within your coverage area. Recruitment & Diversity Partner with Talent Acquisition team to manage the recruitment process which includes verifying that headcount is within budget and providing guidance on compensation ranges. Edit job descriptions from recruiting as necessary to ensure clarity and alignment with business needs. Serve as the lead interviewer representing HR, as needed, to ensure a fair and effective hiring process. Advise recruiter on offer details, ensuring alignment with budget constraints and internal parity. Embrace the importance of diversity by driving the business to attract, identify and retain diverse talent, ensuring comprehensive diversity recruiting strategies for all recruitment efforts. Partner with Diversity, Equity, & Inclusion team to implement effective retention techniques for diverse populations, including internal mobility, leadership events, career pathing, partnering with executive coaches on development areas, and strategizing on exposure/stretch opportunities for top talent. 2-Year Associate and Post MBA Program Management for the US Corporate Private Equity Business Partner with the Talent Acquisition team to manage the full lifecycle of Carlyle’s pre‑ and post‑MBA recruitment process across the US Corporate Private Equity business. Efficiently manage Associate and post‑MBA headcount, securing approval for additional headcount as necessary. Monitor and track diversity and hiring statistics for each class to ensure a diverse and inclusive workforce. Oversee headcount management across the US Corporate Private Equity business within the program to optimize pipeline and diversity planning. Oversee the mid‑year compensation and performance management process for 2Y Associates, ensuring alignment with business goals and competitive standards. Immigration, FMLA, and Other Generalist Work Partner closely with the HR Generalist to effectively manage immigration matters, Green Card cases and relocation packages for international transfers. Serve as the primary point of contact and in‑house subject matter expert for extremely confidential FMLA, short‑term disability, and other sensitive leave of absence situations, coordinating with a manager on employee status changes and transition periods. Provide expert guidance to the EA Manager on Floating Executive Assistant assignments, ensuring comprehensive EA coverage and addressing employee relations issues, excluding performance management. Special Projects Analyze annual employee engagement survey results for primary business coverage area and present key findings to senior leaders. Collaborate with business leaders to identify strategic action aimed at enhancing overall engagement and addressing potential issues. Ad hoc projects based on HCM and business priorities. Qualifications Education & Certificates Bachelor’s degree, required. Professional Experience A minimum of 10 years HCM experience and at least 3 years as an HRBP required. Prior financial services, alternative asset management or Private Equity experience strongly preferred. Competencies & Attributes Creative and innovative problem‑solving skills/conflict resolution skills and demonstrated organizational and excellent people management skills. Proven skills in diplomacy and persuasion, along with the experience, stature, and presence to effectively handle senior‑level interpersonal relationships and sensitive HR issues. Proficiency in leveraging human capital data to inform and drive data‑driven decision‑making. Excellent written and verbal communication skills; ability to effectively communicate with staff, internal/external executives, outside vendors, etc. Strong organizational/project management skills and detail‑orientation; ability to pivot, adapt and excel in a fast‑paced work environment with multiple priorities. Ability to maintain confidentiality when exposed to situations/information of a sensitive nature. Knowledge of applicable state and federal employment law. Ability to work independently and interpret data/analytics in order to be a solutions provider and think beyond the standard. Benefits/Compensation The compensation range for this role is specific to New York City and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications. The anticipated base salary for this role is $200,000. In addition to the base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance. #J-18808-Ljbffr