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People & Culture Business Partner
The People & Culture Business Partner (PCBP) will provide People & Culture (Human Resource) strategic direction and counsel to the Service Line or Functional Leaders within Advisory, Audit, Tax or ICS. A member of the Embedded or National People & Culture Team, the PCBP will collaborate with national function areas such as Talent Acquisition, Comp & Benefits, L&OE, and C&RM to architect a progressive, bold, and comprehensive Talent Agenda that adds strategic value and enables the business strategy.
The PCBP will oversee the delivery of all strategic People & Culture services, with a particular focus on talent management, talent development, and rewards and recognition. This PCBP will function as a trusted advisor to the Service Line/ICS functional area leadership team.
Construct and facilitate the execution of a talent agenda that aligns with and fulfills the Service Line/ICS Functional area Business Priorities in conjunction with regional/local office objectives.
Consult with leaders and partners on organizational planning and staff development.
Manage Service Line culture and organizational projects and initiatives as needed.
Communicate and interpret Service Line/functional area specific and People & Culture policies and procedures; interpret and ensure compliance with all state & federal laws. Coach, consult and investigate issues including performance counseling and other employee relations matters and workplace behavior in collaboration with field and national People & Culture personnel.
Collaborate with service line/functional leaders to develop strategies/recommendations to improve employee satisfaction and engagement, career growth opportunities, organizational team building, knowledge sharing, retention and a cultural shift towards accountability.
Work with all embedded People & Culture teams and national functional leads to evaluate, design and deliver appropriate client-facing programs such as: training; succession and career development; management development; competitive pay and reward systems; and effective staffing initiatives.
Team with National Talent Management and local People & Culture Advisor teams to design and facilitate formal performance management mid and year-end processes as well as annual review of compensation and bonus awards.
Collaborate and communicate regularly with Talent Acquisition Partner to ensure the right positions are open at the right time, providing recruiting priorities in conjunction with service line or functional area service delivery models and budget.
The ideal candidate will be:
A business-minded people leader with strong past experience within an HRBP model, ideally in a multiple location, matrixed environment within a service industry.
A strategic business consultant that understands the nuances of the business, its talent needs, and its competitive environment.
Highly skilled in data analytics and aligning HR solutions with business imperatives.
Highly collaborative and action-oriented, with a proven leadership style characterized by strong influencing skills; and previous experiences driving change.
A functional People & Culture/Human Resources specialist who delivers services with a pragmatic approach to business partnership and operations.
Is comfortable and composed in situations in which the goals and/or processes to achieve objectives are unclear. Sets a path to enable the organization to confidently work through unclear circumstances.
An outstanding coach and mentor with engaging and approachable personality. Will have history of working successfully with all levels of staff, from front-line through senior executive.
Confident with history of exhibiting strong personal initiative as someone who is willing to get out in the field, roll up their sleeves, and do whatever it takes to get the job done.
Operationally focused with proven ability to think strategically and deliver tactically.
Metric-focused with ability and history of using analytics to solve problems and develop business solutions.
The ideal candidate will possess:
Bachelor's degree in related field
PHR or SPHR certification and prior People & Culture/HR consulting experience preferred
Solid past experience functioning as a People & Culture/HR Manager or specialist within the area of talent strategy with a history of upward progression
Extensive knowledge of HR-related disciplines, functions, and the organization's specific HR operating model. Has history and ability to bring the best of HR to bear in order to solve people-related business challenges.
Proven history of leading change with ability to independently identify and anticipate pressures for change. Role models and reinforces organizational values and culture.
Must have the ability to maintain a big-picture perspective. Understands how leadership, clients, culture, structure, processes, rewards and individual behaviors all need to be aligned to be successful.
Proven history of establishing and building collaborative relationships with leaders and executives based on trust and collective purpose. Ability to align stakeholders around action plans and establish follow-up process.
Strong verbal and written communication skills.
A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense.
Solid PC skills with proficiency in MS Office.
Ability to travel on occasion to meet business needs
Grant Thornton LLP promotes a nationally recognized culture of health and offers an extensive array of benefits to meet individual lifestyles. For a complete list of benefits, please visit www.gt.com.
Founded in Chicago in 1924, Grant Thornton LLP (Grant Thornton) is the U.S. member firm of Grant Thornton International Ltd., one of the world's leading organizations of independent audit, tax and advisory firms. Grant Thornton has revenues in excess of $1.3 billion and operates 58 offices across the U.S., with more than 565 partners and 8,000 employees.
Grant Thornton works with a broad range of publicly- and privately-held companies, government agencies, financial institutions, and civic and religious organizations. Core industries served include consumer and industrial products, financial services, not-for-profit, private equity, and technology. Grant Thornton focuses on serving dynamic organizations that pursue growth holistically whether through revenue improvement, leadership, mission fulfillment or innovation.
It is Grant Thornton's policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits and termination, are made without regard to race, creed, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, citizenship status, veteran status, disability or any other characteristic protected by applicable federal, state or local law.
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