Human Resources Business Partner jobs in United States

As a global consulting partnership in more than 40 countries, our people make us who we are. We’re individuals with different passions and strengths who take as much joy in the work we do as from those we work with. Over the years we’ve fostered a culture in which we are united by shared values—passion, solidarity, generosity, curiosity and boldness—and these come alive in the work we do and how we do it.

At Kearney, our aim is to bring aboard top-tier talent, including deep experts with distinctive expertise or skills in critical, niche areas that are strategically relevant for the firm. Are you someone who embodies creativity, precision, and structure, with a deep passion for people and talent topics? Join us as a HR Business Partner and be an integral part of our Specialists HR Team!

Make your mark as a HR Business Partner for Specialist Talent at Kearney.

The HRBP for Specialist Talents will support Specialists at Kearney—professionals with unique expertise and skills in specialized functional areas that are critical to the firm's strategic objectives. Specialists have distinct career paths tailored to their focused areas of work therefore distinct HR needs.

This is a global role where you will partner with the Global Business Leaders of Specialist Teams to design and implement key HR frameworks, structures, and strategies for this key talent pool. You will help improve HR effectiveness in cohesively and consistently developing our people strategies for Specialists. You will collaborate closely with local HR teams to ensure effective execution of these strategies.

Onboarding

• Collaborate with local HR teams to ensure new hires have a smooth integration, providing them with essential tools and knowledge.
• Continuously enhance the onboarding process using feedback and performance metrics.

Employee Engagement

• Analyze employee engagement survey results to pinpoint improvement areas.
• Develop and implement strategies together with leadership to promote a positive work environment, encouraging team collaboration and individual growth.

Performance Management

• Design and implement performance management systems and processes to measure, report, and improve employee performance.
• Facilitate review sessions with line managers to ensure alignment with organizational objectives.
• Discuss performance expectations and provide guidance on career progression, promotion and compensation raise.

Compensation Review

• Ensure that compensation remains competitive and aligns with industry standards by evaluating the organization’s compensation strategy and structures and comparing salaries and benefits to similar positions in the industry using market data.
• Run compensation review cycle factoring in employee performance.
• Identify potential issues in compensation data and address any inequities.

Analyzing HR Metrics:

• Evaluate HR metrics to gain insights into workforce trends, performance, and engagement. Use data to inform decision-making and drive improvements.

Employee Relations and Conflict Resolution:

• Address employee grievances and resolve complex employee relations issues.
• Foster positive work relationships and productivity by providing guidance to managers and employees.
• Assist line managers in handling change-related issues. This could involve organizational restructuring, process changes, or shifts in team dynamics.

Coaching and Consulting Leadership:

• Conduct regular meetings with business leaders to provide HR advice and guidance.
• Stay informed about employment laws, regulations, and legal requirements related to people management. Assist leaders in ensuring compliance, working closely with local HR Teams.
• Offer guidance on creating and implementing HR processes and policies.

HR Policy Development and Compliance:

• Collaborate on developing and updating the employee handbook and policies.
• Ensure compliance with legal requirements and industry standards.

Strategic Planning:

• Identify training needs and collaborate with the Learning & Development (L&D) function to align training programs with business objectives.
• Ensure the company’s workforce is appropriately sized, shaped, cost-effective, and agile for the future.
• Select and develop key talent to ensure a pipeline of individuals ready to fill critical roles.

Who You Are:

• Possess a passion for HR.
• Preferably a Bachelor’s degree in Human Resources, Business Administration, or a related field. However, experience is prioritized over academics.
• Seasoned HR professional with more than 8 years of HR experience. Experience in Professional Services is essential, with a strong preference for candidates who have worked in Management Consulting.
• Understanding of cultural nuances specific to the region to be able to effectively manage local & regional collaborators.
• Strong organization and coordination skills to manage through busy times.
• Structured and independent work style.
• Consistently deliver high quality work.
• High degree of self-initiative.
• Affinity for data, making it easy to work with numbers and handle them accurately and reliably.
• Service orientation and strong communication skills with internal and external stakeholders.
• Absolute trustworthiness and discretion.
• Open-minded, enjoy working with people, and value being part of a team and achieving results together.

Apply now!

Equal Employment Opportunity and Non-Discrimination:

Kearney prides itself on providing a culture that allows employees to bring their best selves to work every day. Our people can feel comfortable, confident, and joyful to do great things for our firm, our colleagues, and our clients. That’s why Kearney is committed to building a diverse, unbiased and inclusive workforce. Kearney is an equal opportunity employer; we recruit, hire, train, promote, develop, and provide other conditions of employment without regard to a person’s gender identity or expression, sexual orientation, race, religion, age, national origin, disability, marital status, pregnancy status, veteran status, genetic information or any other differences consistent with applicable laws. This includes providing reasonable accommodation for disabilities, or religious beliefs and practices. Members of communities historically underrepresented in consulting are encouraged to apply.