Sr. Human Resources Business Partner (Sr Manager)

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, leader 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.