Human Capital Consultant

Role Philosophy

This role is intentionally designed as a hybrid operational and developmental position within Barnum’s evolving Human Capital function. The immediate business need is heavily focused on operational execution, supporting onboarding, recruiting, employee and advisor support activities, and day-to-day workflow management. During the first 12–18 months, the majority of responsibilities will involve hands-on coordination, administration, operational support, and process execution that are critical to the success of the department and overall organization.

At the same time, Barnum is seeking someone who brings curiosity, strong business judgment, systems thinking, and a technology-forward mindset. As organizational knowledge and operational expertise grow, this individual will have opportunities to contribute to workflow optimization, process improvement, operational efficiency, technology enablement (including AI-supported solutions), employee experience initiatives, and strategic projects, ultimately expanding their consultative impact within the firm.

Job purpose

At Barnum, the Human Capital function operates differently than a traditional HR department. In addition to supporting core HR functions such as recruiting, onboarding, payroll and benefits administration, employee relations, and policy management, the Human Capital Consultan t also serves as an operational and strategic partner to the firm’s financial advisor network. This involves supporting licensing and credentialing, training initiatives, and experience programs designed to help our associates succeed.

The ideal candidate is adaptable, highly organized, and technology-savvy, with a passion for client service and a collaborative mindset. This individual acts as a positive role model for the firm’s values and vision while effectively managing shifting priorities in a fast-paced environment.

Work Activities

• Source, screen, interview, refer and track candidates for internal firm positions
• Create and deliver an exceptional, welcoming onboarding experience for all new hires
• Manage, maintain, and continuously improve onboarding processes for all associates
• Serve as a point of contact for employee inquiries, addressing issues promptly while maintaining confidentiality
• Support hiring managers with onboarding, training coordination, and new-hire integration
• Conduct concierge-style meetings with hiring managers to provide guidance and support on employee lifecycle needs, questions, and best practices, including recruiting, onboarding, engagement, and performance-related topics
• Coordinate, plan, and support monthly new-hire Orientation classes, including scheduling, logistics, materials, and participant communication to ensure timely preparation and successful execution
• Conduct 30- and 90-day check-in reviews with new hires and facilitate exit interviews to gather feedback and support continuous improvement
• Monitor and manage the HR team mailbox on a rotating basis, responding to inquiries in a timely, professional manner and escalating issues as appropriate
• Proactively manage and update internal systems and platforms (e.g., Salesforce) to ensure data accuracy
• Maintain reports, guides, policies, procedures, manuals and employee/contractor handbooks
• Maintain working knowledge of Equal Employment Opportunity (EEO) and affirmative action laws and guidelines
• Understand and be able to explain employee benefit options and assist with enrollment.
• Provide ad hoc support for special projects, escalations, and departmental initiatives as needed
• Plan and execute firm events and initiatives that strengthen culture and engagement
• Growth within the role will be influenced by demonstrated performance, initiative, business acumen, adaptability, and organizational needs.
• Expanded opportunities may include:

-Workflow optimization

-Process redesign

-Technology enablement

-AI-assisted operational improvements

-Reporting and operational analytics

-Employee experience initiatives

-Cross-functional project leadership

-Operational scaling initiatives

Core Competencies

• Excellent written and verbal communication skills
• Highly organized with strong attention to detail
• Professional demeanor with a client-first attitude
• Solution-oriented with a proactive and adaptable mindset
• Strong time-management skills with ability to manage competing priorities and meet deadlines
• Flexible, resourceful, and team-oriented, with a willingness to step in and contribute wherever support is needed as business needs evolve
• Strong EQ skills
• Ability to collaborate effectively and build and maintain strong working relationships
• Use of sound judgement and proven discretion and ability to maintain client confidentiality
• Ongoing understanding of Human Resources principles, practices, and procedures, with a commitment to ongoing learning
• Strong systems orientation with workflow and process improvement capabilities
• Ability to thrive in an ever-changing, fast-paced environment.
• Proficient with Microsoft Office suite (Excel, Word, PowerPoint, Teams, Outlook) and Zoom.

Minimum Qualifications

• Bachelor's degree in Human Resources or related field and/or equivalent professional experience
• At least three years of related professional experience in Human Resources, Operations, Talent Acquisition, Business Support, Financial Services Operations, or related environments
• Experience supporting onboarding, recruiting, employee experience, or HR operations is preferred
• Exposure to licensing, credentialing, or financial services operations is a plus
• Demonstrated HR administration and communication skills
• General knowledge of labor law and employment equity regulations
• Experience leveraging technology platforms and AI-enabled tools within daily workflows strongly preferred
• Computer-literacy with capability in Microsoft Office and related business tools
• Experience with Salesforce or similar platforms is a plus
• SHRM-CP, PHR or related professional certification credential is a plus

CRN202906-11434761.