Global Senior HR Business Partner - Fixed Term Contract to September 2027

Clifford Chance•New York, NY

1d•$270,000 - $340,000•Hybrid

About The Position

This role is a fixed-term contract position until September 2027, with an ideal start date in September 2026. The Global Senior HR Business Partner will partner with Global Business Functions and their leadership teams to develop and deliver people priorities aligned with the firm's people and talent strategy, and the global business function/team's strategy. The role involves reporting to the Chief People Officer and collaborating with HR Directors, business partnering teams, other Global Senior HR Business Partners, centers of expertise (CoE), and the broader HR function to deliver high-impact and efficient people priorities and processes. The position requires building trusted advisor relationships with Global Business Function leaders, senior leaders, their leadership teams, and other key stakeholders.

Requirements

Proven track record of HR business partnering alongside developing and implementing strategic HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance.
Flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.
Experience of partnering with and influencing Global Heads of functions, senior leaders and their global leadership teams.
Experience as a global Senior HR Business Partner, ideally in a law firm, or professional services organisation.
Significant operational experience, as well significant strategic level experience supporting global leaders and their global leadership teams.
Experience of working in a matrixed / global environment is essential.
Demonstrate strong commercial awareness.
Must be able to comply with the Firm’s Agile Working Policy, which requires employees to work from the office at least three days each calendar week.
Must be independently legally authorized to work in the United States.

Nice To Haves

Ideally have formal HR qualifications e.g. CIPD or equivalent.

Responsibilities

Partner with stakeholders to develop and deliver the people and talent strategy aligned to business priorities.
Embed firm-wide people priorities across the functions / teams, integrating and delivering global processes (e.g. succession, compensation) and the talent agenda.
Assess current structures against strategic priorities and identify optimisation opportunities.
Partner on any future-state operating model changes with leadership and business partnering teams.
Design or enable organisational changes, including impact analysis and workforce transition planning, with relevant CoEs.
Advise on complex ER matters, anticipating risks and driving early intervention.
Provide confidential coaching and guidance to resolve issues where possible.
Advise senior Business Professionals (Director+) on ER matters and transitions.
Contribute to headcount planning and align budgets to business strategy.
Use business metrics and people data to inform decision-making and draw on employee listening data to provide insight on engagement.
Embed talent processes across the functions/teams in partnership with HRBPs.
Lead talent reviews and identify key segments, gaps and actions, and support succession planning.
Support development of the leadership teams and high-potential talent.
Partner with Reward CoE to deliver year-end compensation processes, including global calibration and prepare leadership for compensation discussions.
Guide leaders on fair and consistent performance and reward outcomes.
Align recruitment strategy with business planning, anticipate hiring needs, support inclusive hiring, resolve recruitment challenges, and partner on senior hiring and onboarding (Director+).
Use exit and engagement data to drive retention and improvement actions.
Ensure wellbeing and employee experience are embedded in decision-making.