Senior Human Resources Business Partner

 

Focus Partners Wealth is looking for an energetic, confident and knowledgeable Senior Human Resources Business Partner to join our growing team. As an integral leader on the team, you will partner closely with people leaders and associates, to proactively solving organizational challenges through people-related solutions. You will also contribute to the development and implementation of HR strategies to help us achieve our business priorities and foster an empowering and fulfilling place to work.

Your main focus will be partnering with our people leaders to help them reach their goals and successful teams. You will do this by providing daily coaching and guidance, navigating employee relations issues, and helping them solve problems and identify solutions to enhance their effectiveness and performance. Your understanding of their team and partnership will ensure we are able to attract and retain top talent and uphold our collaborative and service-oriented culture.

Our firm has grown exponentially, and we have shifted Human Resources over the last year to create HR Centers of Excellence (Benefits, Talent Acquisition, Learning and Development, Total Rewards and HR Operations) to be experts and leaders of those areas. As a Senior HRBP, you will be able to partner with those centers, but not responsible for the day-to-day of those functions. This gives you more time with your leaders to be their strategic partner.

Although we were founded over 30 years ago, we are building a new HR team for the future. We have over 2000 associates across the country that need our support and leadership. This is a great opportunity to help us evolve our partnerships with leaders and structure as we grow and leave your mark on the people here at FPW.

 

Primary Responsibilities

Overall

• Serve as a leadership partner to specific departments across organizational areas.
• Develop an understanding of the business and engage with the team leaders translating the business requirements and challenges into relevant HR actions and initiatives.
• Anticipate business needs and offer solutions aligned with firm and team objectives.
• Provide guidance and support across Human Resources activities including acting as liaison between the Centers of Excellence and our associates.
• Drive all cyclical processes and reporting within your business areas, maintaining consistency with other business partners.
• Support our merger and acquisition work to help onboard and welcome new associates.
• Aid and lead projects that help our team complete strategic priorities.
• Analyze trends and metrics in partnership with the HR team.
• Perform other related duties as assigned.

Talent Development and Training

• Execute effective team leader training in line with the strategy to attract, identify, assess, develop, and retain the right associates to maintain a competitive talent pipeline
• Collaborate with departments to develop and assess effective career pathing, talent mapping, and job descriptions ensuring consistency within the business area.
• Work with the Learning and Development leader to identify training needs and monitor learning progress within business areas to ensure success.

Associate Relations and Performance Management

• Champion team leaders to build and maintain strong team dynamics.
• Communicate, implement, and ensure application of HR initiatives, services, programs, policies, and procedures striving for best practices in standardization and alignment across departments always with the business objectives in mind.
• Maintain knowledge of current legal requirements related to the management of associates to reduce legal risk and ensure regulatory compliance; escalating to the legal department as needed.
• Guide team leaders regarding performance reviews, performance improvement plans, progressive discipline, and other related employment practices.
• Participate in the exit process including planning and discussions, documentation, exit surveys, retirements and communication plans.
• Establish strategic engagement initiatives to optimize our associate experience.

Workforce Planning

• Contribute to firmwide and departmental organizational changes such as design, restructuring, mergers, and acquisitions providing appropriate solutions from the HR Business Partner perspective.
• Ensure team leader accountability related to the creation and execution of a capacity planning structure to help proactively identify hiring needs.
• Assist in the development of departmental workforce plans by partnering with the recruiting team and hiring managers to provide guidance and influence key hiring decisions.
• Support new merger associates in your care by completing activities such as title harmonization and org chart review, FLSA review, offer process, active associate leaves or improvement plans and other various onboarding tasks as needed.
• Complete HR workflows and tasks through our new HRIS, Workday (Workday is being implemented now).

 

Qualifications

Required Experience

• Bachelor’s degree plus a minimum of 10+ years’ relevant HR experience.
• Track record of success at a national firm with several locations and 1000+ associates in a wide variety of roles or a firm that has seen significant growth
• Master’s degree and/or HR certifications or designations are a plus.

Required Skills

• Committed to maintaining strict confidentiality and adhering to high ethical standards and daily living of our organizational values.
• Confidence in autonomous decision making, navigation of associate relations issues, and implementation of organizational design
• Extremely organized and detail oriented with a high degree of personal ownership.
• Excellent written and verbal communication skills.
• Demonstrated ability to apply HR knowledge to resolve business challenges especially with HR processes, policies, systems, laws, and regulations.
• Highly collaborative and able to work and partner with colleagues in myriad departments
• Must possess strong analytical skills and sound judgment with the ability to listen, assess problems and arrive at good logical solutions that achieve an appropriate balance between sound HR practices and business needs
• Effective management of people, process and projects including change management.
• Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm.

The Senior Human Resources Business Partner is an exempt position. The annualized base pay range for this role is expected to be between $115,000 - $135,000/year.  Actual base pay could vary based on factors including but not limited to experience, subject matter expertise, geographic location where work will be performed, and the applicant's skill set.  The base pay is just one component of the total compensation package for employees.  Other rewards may include an annual cash bonus and a comprehensive benefits package. 

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Focus Partners Wealth is an organization of wealth, asset, and business management resources that brings strength, innovation, and partnership to client relationships. Through a comprehensive range of services, we work with clients at every stage, helping them control their financial future — whether that’s planning for retirement, preparing the next generation, or growing their business. We are dedicated to fostering meaningful growth for our clients. Our team of advisors works collectively to deliver personalized wealth planning strategies across local communities, placing our clients’ values, goals, motivations, and priorities at the heart of everything we do.

Focus Partners Wealth is a registered investment advisor with the Securities and Exchange Commission. Registration does not imply any level of skill or training. Additional information about Focus Partners Wealth is also available on the SEC's website at www.advisorinfo.sec.gov.

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

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For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation.  The Company complies fully with the Americans with Disabilities Act.