Human Resources Business Partner

Human Resources Business Partner

Dean Dorton is one of the largest advisory firms in the United States, providing integrated tax, audit, advisory, technology, and business consulting services. We thrive when you thrive, investing in our people through meaningful work, career development, and opportunities to make a lasting impact alongside nationally recognized experts.

The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.

The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.

Strategic Business Partnership

• Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
• Develop a deep understanding of business operations, workforce needs, and strategic priorities.
• Partner with leadership to align people strategies with business objectives.
• Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
• Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.

Employee Experience

• Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
• Advise leaders on employee relations, performance management, coaching, and talent development.
• Partner with leaders to develop onboarding plans that accelerate new hire success.
• Support engagement and recognition initiatives that strengthen culture and retention.
• Guide leaders through performance improvement, corrective action, and offboarding processes.

Talent Strategy

• Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
• Assist hiring managers in defining candidate profiles and interviewing strategies.
• Support succession planning and leadership development initiatives.
• Facilitate learning opportunities and leadership training within assigned business units

Organizational Effectiveness

• Lead organizational assessments and recommend improvements that enhance team effectiveness.
• Support organizational design, restructuring, and change management initiatives.
• Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
• Research emerging HR trends and recommend innovative practices that support firm growth.

Compliance & Risk Management

• Ensure compliance with employment laws and firm policies.
• Interpret policies and provide practical guidance to leaders on complex employee matters.
• Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.