Our client, a subsidiary of an established and well-known investment giant, is seeking a strategic, growth minded Human Resources Business Partner (HRBP) to drive talent development initiatives in their Dallas HQ. This role will be embedded with key business units and act as a trusted advisor to senior leaders, helping them align their people strategies with firm objectives. You will play a pivotal role in shaping and scaling our talent strategy, with a strong emphasis on leadership development, succession planning, and performance enablement.
Key Responsibilities
Strategic Partnership: Partner with senior leaders to identify business needs and translate them into forward-looking people strategies that drive organizational effectiveness and talent growth.
Talent Development: Lead firm-wide initiatives related to career development, leadership capability, internal mobility, and high-potential employee identification.
Performance & Feedback: Design and refine performance management processes to ensure ongoing feedback, clear goal-setting, and career progression.
Succession Planning: Drive talent review cycles, identify successors for key roles, and create actionable development plans.
Change Leadership: Partner with leaders through organizational design and change initiatives, ensuring teams are aligned, supported, and enabled to perform.
Employee Experience: Analyze engagement and feedback data to uncover insights and craft initiatives that enhance employee satisfaction and retention.
Data-Driven Insights: Use HR analytics and workforce data to inform decisions, measure success, and continuously optimize talent strategies.
Qualifications
7+ years of HRBP or related HR experience, preferably in financial services or a fast-paced, high-performance environment.
Proven experience in developing and executing talent strategies that align with business goals.
Strong knowledge of organizational development, leadership coaching, and performance enablement.
Excellent stakeholder management skills with the ability to influence at all levels.
Data fluency in using metrics to drive strategy and decisions.
Bachelor's degree in Human Resources, Business, Psychology, or a related field. Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus.
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