Manager, Human Resources Business Partner

The Manager, HR Business Partner ("Manager") is a highly visible, hands-on, customer-focused position responsible for partnering with the leadership of new and existing service lines to achieve business objectives throughout the employee life-cycle. The Manager collaborates with Service Delivery Leadership to provide human resources support through effective communication, innovation, creativity, proactive outreach, responsiveness, and understanding of business needs. The position will also have responsibility for service lines in international subsidiaries, including Canada, the United Kingdom (UK), and future countries to which Ryan expands. Primary responsibilities include: 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Mergers and Acquisitions, 9) Compliance, 10) HRMS, and 11) Metrics and Reporting. The Manager will also assist the Director, Human Resources in departmental management activities and various projects.

Why Ryan?

• Hybrid and remote work options

• Award-winning culture

• Generous personal time off (PTO) benefits

• 14 weeks of 100% paid leave for new parents (adoption included)

• Monthly gym membership reimbursement OR gym equipment reimbursement

• Benefits eligibility effective day one

• 401K with employer match

• Tuition reimbursement after one year of service

• Fertility assistance program

• Four-week company-paid sabbatical eligibility after five years of service

Duties and responsibilities, as they align to Ryan's Key Results

People:

• Create a positive team member experience.

Client:

• Partners with leadership in new and existing assigned practice areas to identify and coordinate appropriate and effective strategies related to integration, talent management, jobs, compensation, rewards and recognition, human resource policies and procedures, and other human resource functions.

• Facilitates regular meetings with assigned Principals and Practice Leaders to review talent and structural needs, employee or practice-specific issues, as well as overall business objectives, and identifies and pursues opportunities for action.

• Partners with management and internal support functions to facilitate a smooth and effective new employee on-boarding experience.

• Partners with management teams to handle employee relations and grievance issues including investigation, documentation, and resolution.

• Coordinates and communicates transfers, promotions, departures, and other status changes to relevant parties for employees in assigned practice areas.

• In partnership with Legal, oversees immigration and the coordination of expat assignments and visas for employees in assigned practice areas when necessary.

Value:

• Partners with Director, Human Resources to plan, develop, and implement effective human resource strategies, tools, processes, and programs.

• Takes a leadership role in Human Resources initiatives and projects.

• Partners with the Director to oversee and ensure effective use of the HRMS and other technological platforms to improve and make scalable talent management and HR processes, always looking for ways to make more efficient and effective.

• Partners with HR team and related functions in the development, implementation, and ongoing administration of talent management programs.

• Ensures information on employees in assigned practice areas is entered accurately in HRMS, including, but not limited to, status changes, transfers, promotions, salary updates, appraisal information, corrective actions, accommodations, and other information as needed.

• Develops practice-specific compensation programs, when necessary, including:

• In collaboration with Managers and Practice Leaders, develops accurate, consistent, meaningful, and compliant job descriptions, ensuring responsibilities and job structure conform to existing job structures.

• Works with HR team to define and/or apply the compensation structure, including salary research, analysis, incentives, relocation, and recommendations to ensure market competitiveness within geographical regions, if applicable.

• Utilizes HRMS and other HR systems to create and maintain HR-related metrics and management reports intended to provide meaningful, actionable dashboard data to management. Also writes, maintains, and supports a variety of reports or queries, utilizing appropriate reporting tools.

• Assists with the due diligence process for acquisitions and the integration process of employees obtained through acquisitions.

• Ensures that HR-related content, including human resources policies, on the Firm's intranet and external Websites is current, relevant, accurate, and meaningful.

• Ensures compliance with all aspects of employment law; stays abreast of new regulations and makes recommendations regarding compliance.

• Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups.

• When needed, establishes and maintains appropriate vendor relationships, ensuring all contracts and related documents are appropriately vetted, and approved by the Legal department prior to execution.

• Performs other duties as assigned.

Education and Experience:

Bachelor's degree in Human Resources or related field required, with at least seven to ten years progressively responsible human resources management experience. International and merger and acquisition experience preferred.

Computer Skills:

To perform this job successfully, an individual must have advanced skills in Microsoft Word, Excel, Outlook, PowerPoint, Internet navigation and research, HRMS, and other HR systems, such as performance management systems, learning management systems, and/or applicant tracking systems. Proficiency in Microsoft Access is preferred.

Certificates and Licenses:

Professional in Human Resources Certification (PHR), Senior Professional in Human Resources (SPHR), or Global Professional in Human Resources (GPHR) Certification preferred. Valid driver's license required.

Supervisory Responsibilities:

The Manager is an individual contributor role, however will be responsible for effectively collaborating with a variety of internal stakeholders to successfully perform the essential functions of this position. The Manager will also provide direction to team members when the Director, Human Resources is unavailable.

Compensation Disclosure:

• The Company makes offers based on many factors, including qualifications and experience.

• Certain roles may be eligible for incentive compensation.

• For candidates in Colorado, the base salary hiring range is $101,000 - $138,600.

Equal Opportunity Employer: disability/veteran