HR Business Partner

Glenmede Trust Co•Philadelphia, PA

3d•Hybrid

About The Position

For more than 65 years, Glenmede’s independent ownership, innovation and unwavering commitment to our clients have made us a trusted partner for private wealth, endowment & foundation, and investment management clients. Our people are invaluable. Through a team-oriented environment, your knowledge, expertise and varied backgrounds contribute to thoughtful innovation. Our culture fosters opportunities for continuous career growth and development in all areas of the organization. Working at Glenmede, you will experience the infrastructure and resources of a large firm combined with the client and employee focus of an independently owned boutique. This position will operate in a hybrid work environment, 3 days per week in the office (Philadelphia, PA). OVERVIEW: At Glenmede, we believe that exceptional client outcomes start with an exceptional employee experience. As an HR Business Partner, you will sit at the intersection of people strategy and business impact—serving as a trusted advisor, culture champion, and strategic force across the organization. Reporting into the Chief People Officer, this is a high-visibility, high-impact role for an HR professional who thrives in a dynamic, growth-oriented environment and is energized by building programs that truly move the needle on talent, engagement, and organizational effectiveness.

Requirements

5–8+ years of progressive HR Business Partner or HR Manager experience in a dynamic, growing organization
5+ years of hands-on people management experience, including coaching, performance reviews, calibration facilitation, and career development
Proven ability to build trusted relationships and influence stakeholders at all levels—from individual contributors to executive leadership

Nice To Haves

Advanced degree (MBA Preferred) or certificate with a concentration in Organizational Dynamics or a related field
Broad knowledge across HR disciplines: talent acquisition, total rewards, HRIS, employee relations, and organizational development
Experience in the investment, financial services, or wealth management industry preferred
A track record of delivering results on complex initiatives using strong prioritization and project management skills
Experience managing employee relations issues, including formal investigations, disciplinary processes, and exit interviews
Hands-on experience with HR technology platforms, preferably ADP and/or Oracle
An active listener who leads with empathy, exercises sound judgment under pressure, and brings a solutions-first mindset
A passion for building inclusive cultures and a demonstrated commitment to equity in the workplace

Responsibilities

Serve as a trusted HR advisor to leaders at all levels, translating business objectives into effective people strategies
Partner with senior management to align HR initiatives with overall business strategy, driving measurable outcomes
Provide expert coaching and consulting to managers on organizational design, team effectiveness, and leadership development
Own and drive the end-to-end performance management cycle—including goal setting, 360 feedback, coaching, performance improvement, and development planning
Collaborate with the Chief People Officer, Business Leaders and other HR Business Partners to strengthen the talent pipeline, succession planning, and employee development programs
Identify organizational capability gaps and design targeted, scalable talent solutions that align with growth goals
Partner with cross-functional HR colleagues in Talent Acquisition, Total Rewards, and Inclusion & Engagement to build integrated people programs
Navigate complex employee relations matters with sound judgment, balancing business outcomes with a people-first approach
Analyze engagement survey data, exit interviews, and turnover trends to surface actionable insights and drive continuous improvement
Maintain and evolve the firm’s employee handbook, ensuring ongoing compliance with federal, state, and local employment laws
Advise managers on policy interpretation, risk assessment, and best practices across a wide range of employee matters
Develop seamless, tech-enabled workflows for key HR processes—onboarding, role changes, offboarding, and more
Monitor developments in employment and labor law to proactively keep the firm compliant and informed
Lead transformational HR projects that have real, lasting impact across the organization
Champion the adoption of HR technology solutions in partnership with the broader HR team
Contribute to pulse and engagement surveys as a key feedback mechanism for ongoing organizational improvement
Partner with the Chief Impact and Inclusion Officer and Talent & Inclusion Specialist to design programs that strengthen Glenmede’s position as an employer of choice
Champion an inclusive, equitable culture across all levels of the organization