We are seeking a highly experienced and strategic Human Resources Business Partner (HRBP) to join our dynamic consulting organization. This role is pivotal in driving our talent strategy, fostering a high-performance culture, and serving as a trusted advisor to our business leaders. The ideal candidate will have 8-10+ years of progressive HR experience, preferably within a fast-paced consulting or professional services environment, demonstrating a deep understanding of performance/talent management, organizational development, and strategic HR partnership.

Key Responsibilities:

Strategic Business Partnership & Talent Alignment:

- Proactively partner with designated business leaders to understand their strategic objectives and translate them into actionable HR priorities and solutions.

- Serve as a trusted advisor, offering expert guidance on organizational design, workforce planning, talent management, and employee engagement initiatives that directly support consulting practice growth.

- Drive the alignment of talent strategies with business goals, ensuring the right people are in the right roles with the right capabilities.

- Performance Management & Professional Development:

- Provide expertise and partner with business leaders to validate performance information, promotion recommendations, and coaching activities.

- Support leadership sessions and communications regarding performance, promotions, and ongoing feedback.

- Serve as a sounding board and expert resource for stakeholders on coaching needs derived from performance management processes.

- Provide direction for setting KRAs/Goal Setting and oversee the effective execution of the Performance Management system.

- Assess training needs, provide guidance for learning programs, and monitor their impact to support professional development and mentorship.

Talent Lifecycle Management & Retention:

- Lead and manage all aspects of the talent lifecycle within assigned client groups, including career progression and succession planning for consulting professionals.

- Develop and implement proactive retention strategies and attrition control measures to mitigate talent loss in key roles, fostering a highly engaged and productive workforce.

- Collaborate closely with the Talent Acquisition team to ensure forecasting of demands and creating a talent pipelining, selection processes that meet business needs.

Organizational Development & Change Leadership:

- Identify and assess organizational development needs, such as team effectiveness, leadership capabilities, and cultural enhancement, within client groups.

- Design and implement targeted interventions and programs to address these needs, driving organizational effectiveness and employee productivity.

- Effectively lead and serve as a champion for change management initiatives, guiding leaders and employees through transitions in a rapidly evolving consulting landscape.

- Champion a culture of ongoing feedback and high performance.

Employee Engagement & Culture:

- Keep a tab on the pulse of the people by leveraging various sources (e.g., HealthCheck, pulse surveys, exit interviews) and drive effective programs to continuously improve engagement and the people experience.

- Advise key stakeholders on ways to reinforce and strengthen culture, community, and engagement within their teams and the broader organization.

- Partner with business leaders on issue identification, action planning, and office engagement initiatives.

- Participate in and support recognition programs and communications.

- Drive compelling employee engagement initiatives regularly to build a powerful connection with employees.

- Travel to business locations to enhance employee engagement and cultivate strong relationships with leaders and teams.

Compensation & Benefits:

- Assist in the annual compensation revision process and help maintain pay plans and benefits programs.

- Drive analytics to provide insights to leadership on internal/external trends and movements in compensation.

Employee Relations & Compliance:

- Provide expert guidance and support on complex employee relations issues, which may include intake, investigations, conflict resolution sessions, and actioning any next steps.

- Ensure fair and consistent application of policies and compliance with labour laws.

- Promote a positive and inclusive work environment, addressing concerns proactively and mediating conflicts effectively.

- Develops and communicates people guidelines, policies and procedures (e.g., onboarding, orientation, POSH).

HR Operations, Analytics & Cross-functional Collaboration:

- Create and analyze HR metrics regularly to make effective, data-driven decisions.

- Liaise across HR teams to support stakeholders with specific issue areas (e.g., onboarding, orientation, people guidelines).

- Work with other HR teams and corporate functions to create and maintain best practices that drive shared outcomes and deliver strong impact and a positive customer experience.

- Provide mentorship, coaching, and guidance to the broader HR team.

Qualifications:

Education: Bachelor's degree in Human Resources, Business Administration, or a related field is required. A Master's degree or equivalent (e.g., MBA, MA in HR/OD, relevant certifications like SHRM-SCP/CP, HRCI-SPHR/PHR) is strongly preferred.

Experience:

- 8-10+ years of progressive human resources experience, with a significant portion (ideally 5+ years) in a dedicated HR Business Partner role within a fast-paced, dynamic environment.

- Prior experience in a consulting firm or professional services organization is preferred and advantageous.

Core Competencies & Skills:

- Strategic Partnership: Demonstrated ability to build strong, credible relationships and influence business leaders at all levels, operating as a trusted advisor who translates business strategy into HR solutions.

- Communication & Interpersonal Skills: Superior communication skills (written, verbal, and presentation) with the ability to articulate complex HR concepts, facilitate discussions, and influence outcomes effectively.

- Analytical & Problem-Solving: Exceptional analytical and problem-solving abilities, with a data-driven approach to identifying root causes, developing solutions, and measuring HR impact. Strong mental agility to navigate complex issues.

- Organizational Acumen & Agility: Strong organizational, planning, and project management skills, coupled with a proven ability to thrive and adapt in a fast-paced, ambiguous, and constantly evolving environment.

- HR Expertise: In-depth knowledge of HR best practices across various disciplines (talent management, performance, compensation, employee relations, organizational development), along with a solid understanding of labor laws and compliance regulations.

- Confidentiality & Integrity: Unquestionable integrity and a proven ability to manage highly sensitive and confidential information with utmost discretion.

- Customer Focus: A highly responsive and customer-centric approach, committed to delivering exceptional service and positive employee experiences.

- Technical: Proficiency with HR Information Systems (HRIS) and HR analytics tools is essential.