Human Resources Business Partner

POSITION SUMMARY

The HR Business Partner (HRBP) is a strategic people partner to one or more Firm Leaders (i.e., Managing Partner, IFS Department Leader, or Service Line Leader). The HR Business Partner owns the development and execution of the people and talent strategy for a defined client group, in partnership with Firm Leader(s), translating business strategy into talent, organization, and culture priorities. Description & Requirements

POSITION SUMMARY

The HR Business Partner (HRBP) is a strategic people partner to one or more Firm Leaders (i.e., Managing Partner, IFS Department Leader, or Service Line Leader). The HR Business Partner owns the development and execution of the people and talent strategy for a defined client group, in partnership with Firm Leader(s), translating business strategy into talent, organization, and culture priorities. The HRBP serves as the primary HR advisor and trusted thought partner to leaders within an assigned client group, applying deep HR expertise to solve people and business challenges, recommend practical solutions, support consistent application of firm practices, and influence talent, engagement, performance, and organizational outcomes. Success in this role requires operational excellence, sound judgment, risk management, and the ability to influence business outcomes through talent, organization, and culture strategies. The HRBP operates independently in most standard situations, partners with the Senior HRBP and/or Regional HR Director on novel, ambiguous, high-impact, or precedent-setting matters, and escalates issues that present significant firm risk. Essential Duties & Responsibilities Business Partnership Partners with Firm Leader(s) to translate business priorities into people strategies that improve workforce and talent outcomes. Responsible for the talent strategy for the assigned client group, partnering with Firm Leader(s) to align people priorities with broader firm and Talent strategy. Recommends and initiates talent, organization, and culture initiatives that address business needs, align with broader Firm and Talent strategies, and support long‑term workforce effectiveness. Shapes the client group’s people agenda through business planning, workforce planning, organization design, and talent decisions, rather than only executing established plans. Owns the application of core HR processes, including performance management, employee relations, talent development, and related people processes, to ensure consistent and effective application of firm practices. Implements HR programs and initiatives within the assigned client group, ensuring alignment with firm standards and business needs. Acts as a connector between the business and HR functions, ensuring effective use of HR resources and expertise. Supports change initiatives by partnering with leaders to implement communication and adoption strategies that drive understanding, engagement, and alignment within the client group. Partners with leaders to support Total Rewards processes, like compensation and promotion processes, ensuring consistent and equitable application within the assigned client group. Employee Relations & Risk Management Manages employee relations matters by applying HR policies, conducting investigations, and recommending solutions to mitigate risk and ensure fair, consistent outcomes. Makes key people decisions for the client group, including performance outcomes, employee relations resolutions, compensation recommendations, and organizational changes, in partnership with Firm Leader(s) and in accordance with firm decision authorities. Exercises independent judgment on sensitive and high‑risk matters, leveraging the Senior HRBP, Regional HR Director, and Employee Relations as thought partners on novel, ambiguous, high‑impact, or precedent‑setting issues. Consults with Firmwide Subject Matter Experts, in addition to the Senior HRBP and Regional HR Director, when matters require specialized expertise or broader alignment. Escalates matters that present significant firm risk or require broader alignment, while maintaining ownership of appropriate follow‑through within the assigned client group. Ensures compliance with firm policies, employment laws, and regulatory requirements, reducing organizational risk. Talent Management & Employee Experience Leads talent lifecycle activities including onboarding, performance processes, engagement initiatives, and development planning to enhance employee experience and retention. Leads talent review and succession planning discussions with leaders, driving quality conversations, follow‑through, and alignment to business priorities. Analyzes People Experience survey results and workforce data to identify trends and recommend targeted actions within the client group. Coaches managers on building effective teams, improving performance, addressing employee concerns, and strengthening leadership effectiveness. Supports execution of workforce and talent priorities that improve talent retention, engagement, succession readiness, and overall client group effectiveness. Data, Insights & AI Enablement Uses HR data and metrics, including retention, engagement, performance, workforce, and compensation trends, to identify patterns, frame people issues, and inform leader decisions within the client group. Translates data into clear, practical insights and recommendations that leaders can act on. Uses HR technology and AI‑enabled tools in day‑to‑day work to improve efficiency, quality, and consistency, creating more capacity for strategic partnership. Applies firm policy and sound judgment in the responsible use of AI in people processes, including maintaining human decision‑making in employment decisions, protecting confidential data, and following data privacy requirements. Recognizes where automation and AI may shift roles, skills, or workforce needs within the client group. Identifies and implements process improvements, sharing what works so effective practices can be adopted more broadly across the HRBP team. Contributes to or leads HR projects and initiatives, ensuring successful execution within the client group and beyond where relevant. Leadership & Influence Leads through influence, expertise, and credibility rather than formal authority. Informally mentors and serves as a trusted resource to other HR team members, sharing expertise, providing guidance on HR practices, and supporting professional development without formal people‑management accountability. May coordinate efforts across HR projects or initiatives, driving consistency and knowledge sharing across the team. Extends impact by sharing successful approaches across teams and functions. Knowledge, Skills, & Abilities Deep knowledge of core HR disciplines, including employee relations, talent management, performance management, Total Rewards processes, workforce planning, and organizational effectiveness. Ability to apply HR principles in real‑world scenarios with sound judgment. Strong problem‑solving and critical thinking skills, including independent judgment on sensitive and high‑risk matters. Ability to build trusted relationships, influence leaders, and serve as a strategic thought partner. Strong communication and interpersonal skills, including the ability to translate people priorities into practical leader actions. Working data literacy, including the ability to pull, validate, and interpret standard workforce reporting (e.g., Workday or comparable HRIS) and translate it into practical recommendations. Comfort using HR technology and AI‑enabled tools in day‑to‑day work, with sound judgment on where human decision‑making, confidentiality, and firm policy must prevail. Curiosity and adaptability in adopting new tools and ways of working. Ability to manage competing priorities across multiple leaders, client groups, and operating models. Understanding of business operations and ability to link talent, organization, and culture strategies to business outcomes. Minimum Qualifications Bachelor's Degree 5+ years of relevant experience working in an HRBP capacity Proficiency in Microsoft Office Suite Preferred Qualifications Master's Degree Current and valid SHRM-CP/SCP or PHR/SPH About Forvis Mazars, LLP Forvis Mazars, LLP is an independent member of Forvis Mazars Global, a leading global professional services network. Ranked among the largest public accounting firms in the United States, our 7,000+ team members deliver assurance, tax, and consulting services to clients in all 50 states and internationally. With a legacy spanning more than 100 years, we’re building something different. We are guided by a shared promise: Together, we create extraordinary experiences. That means delivering an Unmatched Client Experience® while creating a workplace where relationships matter, learning fuels growth, and every person feels valued and supported to thrive. What We Offer Our robust total rewards program and flexible work environment reflect our commitment to people, careers, and well‑being‑empowering our team to grow and thrive while delivering exceptional service. To explore what makes working at Forvis Mazars special, visit Legal Notice Forvis Mazars, LLP is an equal opportunity/affirmative action employer in accordance with applicable law. 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