Director, HR Business Partnering

About the role

A fast-paced, innovative and dynamic organization is seeking a highly strategic, driven, and progressive HR Business Partner (HRBP) to join the team, based out of New York. Reporting to the Head of Global Business Partnering, this role will be the lead partner for our Engineering Product & Technology business groups. This is both a strategic and hands-on role, expected to collaborate and influence at all levels of the organization. With a large focus on business transformation and change management. The HRBP will partner closely with the other Centers of Excellence such as Employee Relations, Talent Acquisition, Talent Development, People Operations, Finance and Legal. In partnership with the business, this role is empowered to drive and execute proactively and innovatively on the people strategy and to have a real impact on leaders and individual contributors across the organization.

GLG is the world’s leading platform for trusted human expertise. We connect global decision-makers—from hedge fund managers and private equity partners to strategy leaders at Fortune 500s—with the specific, authoritative voices required to answer their most critical questions. At GLG, you are an extension of our clients' core teams. You will work at the intersection of industries and global markets, navigating high-stakes challenges across the full spectrum of their strategic initiatives. Operating within the industry’s most trusted research environment, you’ll help our clients capture the nuanced perspectives that drive smarter, faster business outcomes. We are a global team of pragmatic problem-solvers who mirror the intensity of the markets we serve. If you are driven by intellectual curiosity and a bias toward action, join us in reinventing the industry we invented.

Responsibilities

• Partnering with business leaders to design and drive innovative, strategic and targeted solutions for your client group.
• In conjunction with the business, curate and execute a well-designed talent strategy throughout the year in a transforming business.
• Build strong relationships with business leaders as well as other supporting functions across the organization to collaborate effectively on the talent strategy.
• Consult, coach and challenge business leaders to cultivate effective solutions to people issues.
• Proactively develop, recommend, and implement a talent strategy to support business goals, specifically regarding organizational development, talent acquisition, performance management, retention, talent development, and employee relations.
• Partner with the business on organizational design and workforce planning to continue to support their evolving needs and ensure the operating models meet organizational goals and capitalize on employee skill sets.
• Leverage talent acquisition to develop hiring plans to proactively support business objectives and meet skill needs for the future.
• Collaborate with the business and respective HR partners, in particular Employee Relations, to drive high performing teams and a culture of feedback and coaching.
• Work closely with the business and Talent Development partners on training needs and upskilling at all employee levels and engage with appropriate COEs in the execution and monitoring of programs.