Director of HR Consulting Services

360 Recruiting Group•Hartford, CT

2d•Hybrid

About The Position

The Director of HR Consulting Services leads the HR service line at a growing Central Connecticut-based consulting organization. This is a senior, hands-on leadership role combining executive-level client advising, team leadership, business development, and practical client delivery. The Director maintains a portfolio of client relationships, advises business owners and senior leaders on a broad range of HR matters, and ensures engagements are responsive, high quality, financially disciplined, and tailored to client needs. The role also develops the HR consulting team, oversees practice performance, and contributes to the continued growth and direction of the practice.

Requirements

Bachelor’s degree in human resources, business, or a related discipline.
Five or more years of progressive HR consulting and/or generalist experience, including meaningful leadership responsibility.
Broad and current knowledge of employment laws, regulations, HR best practices, employee relations, talent management, and organizational development.
Demonstrated experience advising executives and business leaders, resolving complex HR matters, and translating strategy into practical action.
Experience leading, coaching, and developing HR professionals and managing the quality and output of an HR function or consulting practice.
Experience overseeing multiple client engagements, projects, priorities, deadlines, and budget parameters.
Strong strategic-planning, analytical, problem-solving, negotiation, written communication, and presentation skills.
Working knowledge of varied HR information systems and other HR technologies.
Sound judgment and a high level of professionalism, discretion, accountability, and follow-through.
Interest in developing business, expanding client relationships, and representing the practice in the professional community.

Nice To Haves

Master’s degree.
Prior experience in HR consulting, professional services, outsourced HR, or another multi-client environment.

Responsibilities

Build enduring client relationships and advise business owners, executives, and senior leaders on complex HR matters.
Advise clients on employee relations, talent acquisition, benefits, performance management, compensation, policies and procedures, compliance, organizational development, succession planning, and HR best practices.
Translate employment requirements and HR strategy into practical, business-focused solutions tailored to each client.
Analyze workforce information, HR data, and operating trends to identify risks, opportunities, priorities, and recommendations.
Coach and train client leaders on people management and lead strategic or project-based engagements.
Lead, coach, train, and guide HR consultants and other team members; set expectations and support their professional development.
Serve as the senior escalation resource for challenging client, employee relations, compliance, and service-delivery matters.
Develop succession and employee-development plans 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.
Oversee HR consulting engagements, including 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 practice goals and performance indicators, evaluating service quality, capacity, workflow, and financial performance.
Create policies, processes, programs, tools, and recommendations addressing clients’ business and workforce needs.
Oversee relationships with third-party partners and service providers, as appropriate.
Oversee internal company culture and HR.
Help define the practice’s long-term direction, priorities, services, operating approach, and growth strategy.
Lead continuous-improvement initiatives to strengthen systems, processes, tools, consistency, and client outcomes.
Monitor employment laws, regulations, and HR practices, translating developments into guidance for clients and the consulting team.
Partner with firm leadership on strategic initiatives and contribute an HR and talent-management perspective to organizational decisions.
Maintain standards of professionalism, discretion, legal compliance, and risk management.
Identify opportunities to expand existing client relationships through additional services, projects, and strategic support.
Participate in sales conversations, scope prospective engagements, and develop proposals and solutions for potential clients.
Build business-community relationships and introduce prospective clients and referral partners to the practice.
Represent the practice through networking, events, professional associations, boards, councils, and other business-development activities.