Human Resources Business Partner
P2P, Chicago, IL, United States
Human Resources Business Partner (HRBP)
The HRBP is a strategic role within the Talent Management team that involves working closely with business leaders and managers to achieve the firm and team's goals, specifically in relation to human capital. The HRBP acts as a consultant on human resources‑related initiatives and provides strategic HR leadership that helps drive the employee experience.
Support managers and team leaders with assessing and implementing talent strategies to create a best‑in‑class employee experience and development programs to enable high performance while ensuring alignment with the firm's practices and procedures.
Monitor and support managers with employee relations issues, including employee complaints, conflict resolution and performance management. Provide performance management guidance and coaching to managers and employees.
Coach and support managers with performance review programs, including communicating timelines and best practices, promoting participation, providing guidance, and challenging decisions to ensure a firm of excellence.
Assist managers with career planning, organization design and developing succession plans to retain talent, streamline business operations, and prepare for gaps.
Assist managers with change management to minimize distraction and foster future success.
Partner with HR teams, managers, and employees to develop tools, procedures, and initiatives to ensure engagement and continued growth.
Recommend leadership development and training initiatives as needed. Partner with learning and development on content development and execution.
Assist managers and employees with the employee lifecycle management process including onboarding, promotions, internal transfers, and terminations.
Partner with the immigration team to support ongoing employee status requirements and global mobility needs.
Partner with the compensation team to analyze and guide managers on compensation strategies to drive engagement and equity.
Partner with talent acquisition on aligning candidate profiles with business unit needs and utilizing success stories for future hires and building talent pipelines.
Partner with benefits to assist in fostering a culture of employee wellbeing.
Field employee questions on policies, procedures, career development, training, and conflict resolution.
Ensure compliance with legal and regulatory requirements. Conduct internal investigations and provide guidance to mitigate risk and ensure a productive work environment.
HR Business Partner Areas of Focus
Strategic Partnership: Serve as a strategic partner to business leaders, providing guidance on HR matters and ensuring alignment between HR strategies and business objectives.
Talent Management: Lead talent management, development, and retention strategies. Identify staffing needs, facilitate workforce planning, and maintain a robust talent pipeline.
Employee Relations: Act as a point of contact for employees and managers, addressing concerns and providing solutions regarding employee relations, performance issues, and conflict resolution.
Performance Management: Implement and oversee performance management, including reviews, goal setting, and improvement plans. Coach managers on effective performance techniques.
Organizational Development: Assist with organizational design and development, ensuring the organization structure supports strategy and objectives. Drive initiatives that foster a high‑performance culture.
Compensation and Benefits: Partner with the Talent Experience team to develop competitive compensation and benefits packages that attract and retain talent.
Training and Development: Identify training needs within business units and partner with the Talent Development team on delivery of training programs. Promote continuous learning and professional development.
Compliance: Ensure compliance with all legal and regulatory requirements in relation to employment. Stay updated on HR best practices and labor laws.
Change Management: Support and guide business units through changes, minimizing resistance and maximizing engagement.
HR Metrics and Analysis: Use HR data and analytics to provide insights into workforce productivity and to make evidence‑based decisions. Track key HR metrics to improve HR initiatives.
Annual base salary range: $90,000 to $130,000, plus an annual discretionary bonus. The firm also offers a comprehensive suite of employee benefits, including group medical, pharmacy, dental, and vision insurance, 401(k) with discretionary employer match, short and long‑term disability, life and AD&D insurance, health savings accounts, and flexible spending accounts.
For more information about the firm's processing activities and use of job applicants' data, please view the Privacy Notice at https://drw.com/privacy-notice.
California residents, please review the California Privacy Notice for information about certain legal rights at https://drw.com/california-privacy-notice.
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Support managers and team leaders with assessing and implementing talent strategies to create a best‑in‑class employee experience and development programs to enable high performance while ensuring alignment with the firm's practices and procedures.
Monitor and support managers with employee relations issues, including employee complaints, conflict resolution and performance management. Provide performance management guidance and coaching to managers and employees.
Coach and support managers with performance review programs, including communicating timelines and best practices, promoting participation, providing guidance, and challenging decisions to ensure a firm of excellence.
Assist managers with career planning, organization design and developing succession plans to retain talent, streamline business operations, and prepare for gaps.
Assist managers with change management to minimize distraction and foster future success.
Partner with HR teams, managers, and employees to develop tools, procedures, and initiatives to ensure engagement and continued growth.
Recommend leadership development and training initiatives as needed. Partner with learning and development on content development and execution.
Assist managers and employees with the employee lifecycle management process including onboarding, promotions, internal transfers, and terminations.
Partner with the immigration team to support ongoing employee status requirements and global mobility needs.
Partner with the compensation team to analyze and guide managers on compensation strategies to drive engagement and equity.
Partner with talent acquisition on aligning candidate profiles with business unit needs and utilizing success stories for future hires and building talent pipelines.
Partner with benefits to assist in fostering a culture of employee wellbeing.
Field employee questions on policies, procedures, career development, training, and conflict resolution.
Ensure compliance with legal and regulatory requirements. Conduct internal investigations and provide guidance to mitigate risk and ensure a productive work environment.
HR Business Partner Areas of Focus
Strategic Partnership: Serve as a strategic partner to business leaders, providing guidance on HR matters and ensuring alignment between HR strategies and business objectives.
Talent Management: Lead talent management, development, and retention strategies. Identify staffing needs, facilitate workforce planning, and maintain a robust talent pipeline.
Employee Relations: Act as a point of contact for employees and managers, addressing concerns and providing solutions regarding employee relations, performance issues, and conflict resolution.
Performance Management: Implement and oversee performance management, including reviews, goal setting, and improvement plans. Coach managers on effective performance techniques.
Organizational Development: Assist with organizational design and development, ensuring the organization structure supports strategy and objectives. Drive initiatives that foster a high‑performance culture.
Compensation and Benefits: Partner with the Talent Experience team to develop competitive compensation and benefits packages that attract and retain talent.
Training and Development: Identify training needs within business units and partner with the Talent Development team on delivery of training programs. Promote continuous learning and professional development.
Compliance: Ensure compliance with all legal and regulatory requirements in relation to employment. Stay updated on HR best practices and labor laws.
Change Management: Support and guide business units through changes, minimizing resistance and maximizing engagement.
HR Metrics and Analysis: Use HR data and analytics to provide insights into workforce productivity and to make evidence‑based decisions. Track key HR metrics to improve HR initiatives.
Annual base salary range: $90,000 to $130,000, plus an annual discretionary bonus. The firm also offers a comprehensive suite of employee benefits, including group medical, pharmacy, dental, and vision insurance, 401(k) with discretionary employer match, short and long‑term disability, life and AD&D insurance, health savings accounts, and flexible spending accounts.
For more information about the firm's processing activities and use of job applicants' data, please view the Privacy Notice at https://drw.com/privacy-notice.
California residents, please review the California Privacy Notice for information about certain legal rights at https://drw.com/california-privacy-notice.
#J-18808-Ljbffr