Job Responsibilities

Serve as a Strategic Advisor to Clients

·Build enduring client relationships and serve asa trusted advisor to business owners, executives, and senior leaders on complexand evolving HR matters.

·Advise clients on employee relations, talentacquisition, benefits, performance management, compensation, policies andprocedures, compliance, organizational development, succession planning, and HRbest practices.

·Translate employment requirements and HRstrategy into practical, business-focused solutions suited to each client’ssize, culture, industry, and goals.

·Analyze workforce information, HR data, andoperating trends to identify risks, opportunities, priorities, and actionablerecommendations.

·Coach and train client leaders on effectivepeople management and lead strategic or project-based client engagements.

Lead and develop the HR Consulting Team

·Provide leadership, coaching, training, andday-to-day guidance to HR consultants and other team members.

·Set clear goals and expectations, strengthenaccountability, and support the development of technical expertise, businessjudgment, consulting skills, and client-service capabilities.

·Serve as the senior escalation resource forchallenging client, employee relations, compliance, and service-deliverymatters.

·Develop succession and employee-developmentplans for the HR function and oversee ongoing training and professional growth.

·Provide hands-on support when client needs,project complexity, or team capacity require it.

Direct Client Delivery and Practice Performance

·Oversee the portfolio of HR consultingengagements, ensuring strong communication, responsiveness, quality, timing,budget management, and client satisfaction.

·Balance multiple clients, projects, priorities,and deadlines in a fast-paced professional-services environment.

·Develop and track meaningful practice goals andperformance indicators; evaluate service quality, capacity, workflow, andfinancial performance.

·Create practical policies, processes, programs,tools, and recommendations that address clients’ specific business andworkforce needs.

·Oversee relationships with third-party partnersand service providers, as appropriate.

Shape and Strengthen the Practice

·Oversee internal company culture and HR

·Help define the HR consulting practice’slong-term direction, priorities, service offerings, operating approach, andgrowth strategy.

·Lead continuous-improvement initiatives thatstrengthen internal systems, processes, tools, consistency, and clientoutcomes.

·Stay current on employment laws, regulations,and leading HR practices, and translate developments into effective guidancefor clients and the consulting team.

·Partner with firm leadership on broaderstrategic initiatives and contribute an HR and talent-management perspective toorganizational decisions.

·Ensure the practice maintains high standards ofprofessionalism, discretion, legal compliance, and risk management.

Contribute to Growth and Market Presence

·Identify opportunities to expand existing clientrelationships through additional HR services, projects, and strategic support.

·Participate in sales conversations, scopeprospective engagements, and develop compelling proposals and solutions forpotential clients.

·Build relationships within the business andprofessional community and help introduce prospective clients and referralpartners to the practice.

·Represent the HR consulting practice throughnetworking, events, professional associations, boards, councils, and otherbusiness-development activities.

Required Qualifications

·A bachelor’s degree in human resources,Business, or a related discipline; a master’s degree is preferred.

·Five or more years of progressive HR consultingand/or generalist experience, including meaningful leadership responsibility.

·Broad and current knowledge of employment laws,regulations, HR best practices, employee relations, talent management, andorganizational development.

·Demonstrated experience advising executives andbusiness leaders, resolving complex HR matters, and converting strategy intopractical action.

·Experience leading, coaching, and developing HRprofessionals and managing the quality and output of an HR function orconsulting practice.

·Experience overseeing multiple clientengagements, projects, priorities, deadlines, and budget parameters.

·Strong strategic-planning, analytical,problem-solving, negotiation, written communication, and presentation skills.

·Working knowledge of varied HR informationsystems and other HR technologies.

·Sound judgment and a high level ofprofessionalism, discretion, accountability, and follow-through.

·An interest in developing business, expandingclient relationships, and representing the practice in the professionalcommunity.

Especially valuable: Prior experience in HR consulting, professional services, outsourced HR, orother multi-client environment.

Compensation and Benefits