Strategic HR partner aligning business objectives with employees and management, providing HR consulting, managing employee relations, and driving HR initiatives.
Responsibilities
Establish and maintain effective governance with assigned business partners
Serve as an HR consultant to management
Analyze trends and metrics to develop solutions
Manage and resolve complex employee relations issues
HR Business Partner supporting corporate functions across a distributed workforce, primarily Finance and IT managers and employees in multiple states throughout North America and Canada.
Compensation
$75,364 - $125,607
Responsibilities
Serve as the primary HR point of contact and strategic partner for designated business leaders
Manage and resolve complex employee relations issues
Coordinate with a third-party administrator and HR Shared Services to oversee the leave of absence process
Lead workforce planning and talent management initiatives
Drive the annual performance management cycle
Requirements
Bachelor’s degree in human resources, Business Administration, or a related field
Nice to have: PHR
Nice to have: SHRM-CP
Nice to have: SHRM-SCP
Nice to have: Aerospace & Defense or other similar manufacturing industries
Develops, implements, and coordinates policies and programs covering employment, labor relations, wage and salary administration, orientation and training, placement, benefits, and employee services within a corporate context.
Compensation
Compensation up to $115k based on experience.
Responsibilities
Develop and aid in the implementation of human resources policies and procedures and their dissemination through employee booklets, communications, and/or meetings.
Ensure conformance with legislated requirements or organization needs.
Lead a team of HR Generalists or HRBPs.
Partner with Division Leadership from multiple business units to create and implement HR Strategies that enable the business.
Lead, direct, evaluate, and develop a team of individual contributors to ensure that the organization’s human resource strategy is implemented effectively, consistently, and according to established guidelines and budgets.
Requirements
Bachelor’s degree in a relevant field or equivalent experience.
Nice to have: SHRM-CP/ SCP or PHR/SPHR Certification
Nice to have: Master of Business Administration in Human Resources Management or a related field
Lead early career recruiting efforts, manage events, and build talent pipelines for EY.
Compensation
The base salary range for this job is: New York City, Boston, and Washington DC Metro Areas, Washington State, and Southern California offices – $88,900 to $151,100 Bay Area California offices – $92,600 to $157,400 All other offices locations in the US, including Sacramento – $74,100 to $138,500
Responsibilities
Own recruiting activities in a specific market
Facilitate and attend campus recruiting events
Develop recruiting strategies for universities and markets
Collaborate with business leaders and internship program
Build and nurture relationships with internal and external stakeholders
Requirements
Bachelor’s degree or equivalent work experience
Nice to have: experience in professional services or large matrix corporate environment
The P&O Business Partner serves as the primary P&O partner for an assigned population of leaders and Associates, deploying and executing the People Strategy within their assigned scope.
Compensation
The Target Pay Range for this position is $103,000 - $130,000 annually.
Responsibilities
Partner with business leaders to support organizational change initiatives, ensuring effective planning, implementation, and change management
Drive the adoption of People & Organization signature processes by training, coaching, and supporting leaders and associates on performance management, talent development, and culture initiatives
Partner closely with COE teams to drive key signature programs and deploy consistent practices across client groups
Collaborate with leadership to develop and execute business priorities, departmental strategies, objectives, and people initiatives
Analyze workforce metrics to identify trends, generate insights, and recommend data-driven solutions
Lead and oversee Human Resources and Staff Training functions, providing executive leadership, strategic direction, and succession planning for the organization.
Responsibilities
Provide executive leadership and accountability for Human Resources, including workforce planning, recruitment and retention, employee relations, performance management, compensation practices, compliance, and HR systems.
Oversee Staff Training to ensure effective regulatory training, employee competency development, and professional learning opportunities.
Lead and develop HR and Training department leaders, establishing clear expectations, performance measures, and accountability.
Serve as a trusted advisor to the CEO and senior leadership team on complex workforce, employee relations, and organizational matters.
Partner with the CEO to assess leadership capabilities, identify future leadership needs, and develop targeted succession plans for senior and critical leadership positions.
Requirements
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
Executive leader responsible for Human Resources and Staff Training functions, providing strategic direction, leadership development, and succession planning.
Responsibilities
Provide executive leadership and accountability for Human Resources, including workforce planning, recruitment and retention, employee relations, performance management, compensation practices, compliance, and HR systems.
Oversee Staff Training to ensure effective regulatory training, employee competency development, and professional learning opportunities.
Lead and develop HR and Training department leaders, establishing clear expectations, performance measures, and accountability.
Serve as a trusted advisor to the CEO and senior leadership team on complex workforce, employee relations, and organizational matters.
Partner with the CEO to assess leadership capabilities, identify future leadership needs, and develop targeted succession plans for senior and critical leadership positions.
Requirements
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. Advanced degree preferred.
The role delivers strategic guidance on job-evaluation and leveling, compensation-related processes, organizational design/workforce restructuring, talent planning, reduction in force, risk mitigation, leadership effectiveness, performance management and more.
Compensation
Our Base Pay Range for this position $99,100 - $132,100
Responsibilities
Provide expert consultation to leaders and HR partners on complex workforce talent matters
Senior HR Business Partner responsible for driving people strategy across a global, matrixed organization, partnering with business units, managing HR operations, talent planning, and employee relations.
Responsibilities
Partner with business units to align HR initiatives with business priorities
Coach leaders and managers on people decisions and talent planning
Represent business in organizational initiatives
Collaborate with global HRBPs and Centers of Excellence
Drive HR service delivery, learning & development, communications, change management, and compensation programs
Requirements
Bachelor’s/Master’s degree in Human resources/Psychology
The Compensation Training Specialist will design, administer, and conduct training for Leaders, HR partners and managers on compensation philosophy, compliance, practices, and systems. This role acts as a consultant to the business to diagnose compensation training needs and implement learning solutions that align to the compensation strategy.
Responsibilities
Design and administer training on compensation philosophy, practices and systems for all levels of the organization
Design training plans and materials to provide detailed and engaging compensation training for HR partners and hiring managers
Ensure that training materials are up to date and aligned with current practice and regulations
Create training materials for annual processes such as merit and bonus entry
Conduct training sessions for managers, leaders and HR partners
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