Human Resources Business Partner

Key Responsibilities

• Act as a strategic HR partner to leaders, aligning people strategy with business priorities and long-term firm goals.
• Consult and provide coaching and guidance to leaders on workforce planning, team design, and role clarity.
• Work on, support, or lead global HR projects and initiatives, ensuring alignment with firm-wide strategy across regions.
• Lead workforce planning activities across assigned business areas, anticipating future capability needs, skills gaps, and critical talent risks.
• Drive talent management initiatives including succession planning, internal mobility, and career pathways to support a sustainable talent pipeline.
• Partner with Learning and Development to support leadership development, management capability, and firm-wide skills programs.
• Support leaders in developing high-potential employees and shaping development strategies for critical roles and future leaders.
• Take a proactive and rigorous approach to underperformance, ensuring managers identify issues early, set clear expectations, and implement structured support plans.
• Partner with leaders to ensure concerns are documented, addressed consistently, and escalated when required, maintaining strong governance aligned with firm policy while minimizing business risk.
• Oversee complex Employee Relations matters, ensuring outcomes are consistent, fair, and compliant with policy and employment legislation.
• Provide expert judgment on risk mitigation, escalating appropriately and partnering with Legal and specialist HR teams where required.
• Lead or support organizational change initiatives including restructures, team redesigns, integrations, and operating model changes.
• Apply structured change management methods to ensure positive adoption and minimal business disruption.
• Champion an inclusive, high-performance culture, integrating I&D principles into hiring, development, and progression.
• Partner with Recruiting, L&D, Compensation, I&D, and People Services to deliver integrated solutions and a seamless employee experience.
• Use people analytics (turnover, I&D data, performance distribution, engagement feedback) to influence decision-making and shape action plans.
• Partner with leaders to improve engagement, wellbeing, and employee experience using survey insights and feedback loops.
• Build trusted relationships with leaders and stakeholders, ensuring clear, timely communication and high levels of transparency.
• Facilitate effective two-way communication between leadership teams and employees to support culture, clarity, and trust.

Skills & Competencies

• Exceptional ability to build trust with senior leaders and stakeholders across matrixed teams.
• Strong influencing and coaching skills, with the ability to challenge constructively and drive decision-making without formal authority.
• Skilled at identifying capability gaps and shaping development strategies for critical roles and future leaders.
• Demonstrated comfort working with people analytics and translating insights into meaningful actions.
• Clear, concise, and influential written and verbal communication style, with the ability to facilitate difficult conversations and deliver presentations.
• Able to operate effectively in a global, complex, and evolving HR environment.
• Strong commitment to fostering an inclusive, high-performance culture.

Experience & Knowledge

• Previous experience as an HR Business Partner or HR Manager, ideally within legal or professional services.
• Strong understanding of employment legislation and the ability to apply policy and legal principles consistently and practically.
• Demonstrated experience handling complex Employee Relations matters, managing change, and supporting organizational design.

Benefits

• BCLP is an equal employment opportunity employer.
• The Firm strictly prohibits discrimination against any applicant or employee based on race, color, religion, national origin, age, military status, gender (including pregnancy, childbirth, lactation or medical conditions related thereto), sexual orientation, gender identity, gender expression, marital status, mental or physical disability, genetic information, or any other basis protected by applicable law.
• The Firm also strictly prohibits harassment of applicants or employees based on any protected class or status.
• The Firm complies with all applicable federal, state and local laws respecting applications for employment, including consideration of unemployment status in making hiring decisions.