Vice President of Human Resources Business Partners

Vice President of Human Resources Business Partners

Requirements

• Minimum of 10 years of Human Resources experience, with at least 5 years of management experience
• Bachelor’s degree in HR, Business, or a related field; Master’s degree preferred
• Proven experience in HR leadership roles with a focus on HR business partnering
• Global HR responsibility and experience working with divisional leaders
• Expertise in organizational design and the ability to drive structural changes
• Strong collaboration skills with experience partnering across HR functions
• Excellent communication and interpersonal skills
• Strategic mindset with a track record of aligning HR initiatives with organizational objectives

Responsibilities

• Conceptualizes, designs and develops effective and leading-edge human resource strategies, tools, processes, and programs to support Ryan’s position as the leading global tax consulting firm in a highly competitive market.
• Leads and empowers a team of HR Business Partners, ensuring strategic HR support to business units.
• Ensures a strong and consistent HR brand through HR Business Partner development in response to employee related concerns, complaints, and workplace investigations like allegations of workplace harassment and reductions-in-force; encourages best practice sharing and processes improvement across the HR Business Partner team.
• Collaborates closely with leadership to understand business objectives, challenges, and opportunities. Translate business needs into comprehensive HR strategies and initiatives that drive talent attraction, retention, and development.
• Provides strategic oversight of the administration of people processes globally.
• Oversees the management of employee relations and grievance issues including investigation, documentation, and resolution.
• Oversees the HR Business Partner model and adapts strategy as necessary, ensuring partnerships are in place with new and existing service lines to identify and coordinate appropriate and effective strategies related to integration, talent management, employee relations, jobs, compensation, rewards and recognition, human resource policies and procedures, and other human resources functions.
• Utilizes strategic workforce planning methodology to identify and address gaps between current and desired organization performance.
• Utilizes data driven insights to monitor HR metrics and trends and mitigate people related risks through proactive measures.
• Leads efforts to enhance the organization’s capability and effectiveness by recommending and facilitating programs that align with strategic goals and foster a high-performance culture; applies change leadership to ensure smooth transitions and successful implementation of new programs.
• Partners with and influences cross-functional centers of expertise to ensure seamless delivery of HR programs and services across the company.
• Reviews and benchmarks internal and external environment to identify opportunities for new and enhanced programs.
• Ensures the Firm’s compliance with all aspects of federal, state, and local employment law globally, staying abreast of new regulations and making recommendations regarding compliance.
• Acts as a key leader of culture and engagement, ensuring a unified culture with a well-understood mission, vision, and values that is lived and felt throughout the organization and drives strong levels of employee engagement.
• Responsible for elevating the strategic focus of the HRBP community, providing coaching on the development of strategic partnerships with their business leaders and leveraging PG Centers of Excellent (CoEs) (TR,TE, Recruiting, Ops) for operational efficiency.
• Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups at all levels of the organization.
• Establishes and maintains appropriate vendor relationships, ensuring all contracts and related documents are appropriately vetted, and approved by the Legal department prior to execution.
• Responsible for selection, evaluation, and supervision of direct reports.
• Other duties as assigned.

Preferred Qualifications

• HR certification (e.g., SHRM-SCP, SPHR) is a plus
• Proficiency in Microsoft® Access is preferred
• Workday experience is a plus