Business Partner

About the role

The Role In Brief
In this critical role, the HR Business Partner will serve as a key member of the Talent (Human Resources) Department at EAB and will create and drive the human capital strategy across various lines of business at the firm.

Responsibilities

• Serve as a trusted adviser to a broad set of divisions, functions, or business lines; visibility and accessibility to all executives and employees within the relevant segments of the organization.
• Provide seamless, integrated support by working with other Business Partners on the team to advance the division and/or firm’s overall goals.
• Possess an understanding of our partners and business priorities in order to advise, attract, and engage talent effectively.
• Work across internal teams, departments and cross-functional groups, and collaborate with various Talent teams (e.g., Compensation, Systems, Benefits, etc.) to solve complex organizational problems and create a cohesive experience for all employees.
• Partner with division leads to review results from EAB’s employee engagement assessments and help develop action plans to address top drivers of engagement and retention.
• Engage with firmwide Learning and Development and Inclusive Culture & Leadership teams to support deployment of key strategies and programs related to culture and employee experience.
• Work with managers to identify high and low employee performance on an ongoing basis, as well as drive and facilitate the firmwide performance review process.
• Manage, organize, and help facilitate division performance review sessions and career planning sessions.
• Support managers in providing structured, detailed plans to manage staff performance.
• Advises managers on complex employee relations, performance, conduct, attendance, and workplace concerns, partnering with Legal, Benefits, and other Talent teams as appropriate.
• Conduct or support objective, timely reviews of employee concerns and recommend solutions that balance employee experience, consistency, risk, and business needs.
• Assess organizational and talent needs, identify risks and opportunities, and develop solutions related to organizational design, leadership capability, succession, workforce planning, employee engagement, and the evolving impact of AI and automation on roles, skills, and team structures.
• Identify how AI and automation may affect roles, skills, and staffing needs, and support leaders and senior Business Partners in evaluating potential workforce and organizational implications.
• Monitor and report on attrition and analyze workforce trends to help inform recruiting goals, retention priorities, and workforce strategy.
• Partner with the Talent Acquisition (Recruiting) team to initiate recruiting processes, provide input, and help craft position descriptions and interview processes that reflect evolving business, technology, and AI-related capability needs and drive successful outcomes.
• Advise on candidate offers, level, reporting relationships, compensation, and negotiations.
• Leverage approved AI and automation tools, where appropriate, to strengthen workforce analysis, improve the efficiency and consistency of recurring Talent processes, and support more informed decision-making while maintaining appropriate confidentiality, data privacy, and human oversight.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
• 3+ years progressive HR, people management, organizational consulting, or related experience.
• Demonstrated ability to build credibility with senior leaders and operate effectively in a complex, matrixed organization.
• Strong written, verbal, analytical, and project-management skills.
• Sound judgment and discretion when handling sensitive information.
• Ability to manage competing priorities and deliver against deadlines.

Skills

• Direct HR Business Partner experience supporting multiple business units or functions.
• Experience advising senior executives and leading organizational change.
• Experience with organizational design, workforce planning, succession, or talent reviews.
• Experience using workforce data to influence business decisions.
• Familiarity with HR systems, analytics, AI-enabled tools, or workflow automation.

Benefits

Consistent with our belief that our employees are our most valuable resource, EAB offers a competitive and inclusive benefits package. Our benefits currently include:

• Medical, dental, and vision insurance plans; dependents and domestic partners eligible
• 20+ days of PTO annually, in addition to paid firm and floating holidays
• Daytime leave policy for community service and flextime for fitness activities (up to 10 hours per month each)
• 401(k) retirement savings plan with annual discretionary company matching contribution
• Health savings account, healthcare and dependent care flexible spending account, and pre-tax commuter plan
• Employee assistance program with counseling services and resources available to all employees and immediate family
• Wellness programs including gym discounts, incentives to promote healthy living, and family access to the leading app for sleep, meditation, and relaxation
• Fertility treatment coverage and adoption or surrogacy assistance
• Paid parental leave with phase back to work program for birthing and non-birthing parents
• Access to milk shipping service to support nursing employees during business travel
• Discounted pet health insurance coverage for dog and cat family members
• Company-provided life, AD&D, and disability insurance
• Financial wellness resources and membership in a robust employee discount program
• Access to employee resource groups, merit-based advancement, and dynamic professional growth opportunities

Pay

The anticipated starting salary range for this role is $75,000 - $80,000 per year. Actual salary varies due to factors that may include but not be limited to relevant experience, skills, and location.

Schedule

This role is based in Richmond, VA and requires regular in-person presence in the office, generally at least two days per week.