Human Resources Business Partner, Vice President

Guggenheim Investments•Santa Monica, CA

18d•$165,000 - $170,000•Onsite

About The Position

Guggenheim Investments is seeking a Vice President, Strategic Business Partner to serve as the senior people advisor to leaders of an assigned client group. The role connects business strategy to people strategy by advising leaders, shaping organizations, planning the workforce, and ensuring talent decisions support business performance. Based in the Santa Monica, California office, this is a full-time position. The successful candidate will act as a trusted advisor to business leaders, develop a strong understanding of the business and its priorities, identify organizational and talent needs and risks, and turn those insights into clear people priorities. The role drives those priorities through execution in partnership with HR centers of expertise, using discretion, sound judgment, and the confidence to challenge senior leaders when appropriate.

Requirements

8–10+ years of HR experience, including at least 5 years as a business partner advising senior leaders at managing director, business head, or C-suite level.
Strong business acumen, including the ability to explain how the client business makes money, what drives results, and how people decisions connect to business outcomes.
Hands-on experience leading organization design, spans-and-layers reviews, and restructuring from analysis through implementation.
Experience leading workforce and headcount planning in partnership with business and finance leaders.
Experience running leadership talent reviews and succession planning and turning them into concrete actions.
Experience leading significant organizational change with measurable outcomes.
Analytical ability and comfort with people data, including building or interpreting workforce analytics and using them to support a case.
Executive presence, confidence to challenge senior leaders, sound judgment, and absolute discretion.
Bachelor's degree or equivalent experience.
Authorization to work in the United States without current or future visa sponsorship or transfer.

Nice To Haves

Experience in asset management, investment banking, private markets, or other financial or professional services.
Experience supporting both investment (front-office) and corporate (back-office) client groups.
Experience with Workday HCM and people analytics tools.
Exposure to integrations, separations, or establishing a new business or operating model.
Coaching qualification or formal training in organization design.

Responsibilities

Act as a strategic advisor to the client group's leadership team and participate in business planning and leadership discussions.
Translate business strategy into clear annual people priorities and drive delivery of the plan.
Advise leaders on leadership, team, and organization matters, including hiring and restructuring.
Support talent and workforce decisions with data, market context, and recommendations.
Drive execution of the enterprise people strategy within the client group, adapting it to the business.
Lead annual and in-year headcount and workforce planning with business leaders.
Identify future capability needs and gaps between those needs and current workforce capabilities.
Advise on workforce composition and location, including levels, roles, locations, and build-buy-borrow choices.
Analyze internal and external talent supply and demand to shape workforce plans.
Partner with OOP on workforce investments to align headcount and people decisions with financial plans.
Lead organization design, including structures, roles, reporting lines, and decision rights.
Review spans and layers and recommend changes where organizational structure is too deep, too narrow, or unclear.
Assess operating models and identify friction, duplication, or risk.
Plan and lead organizational change, including communications, sequencing, people impact, and follow-through.
Run leadership talent reviews using the firm's talent frameworks and ensure discussions lead to decisions and actions.
Identify succession gaps and talent risks, particularly in critical roles, and build plans to address them.
Lead critical role planning, including identifying strategically important roles, incumbents, and successor readiness.
Advise leaders on performance and advancement decisions, including year-end calibration and promotions.
Design targeted retention strategies for key talent and respond early to flight risk.
Identify organizational trends and risks using engagement data, attrition, exit feedback, and direct input.
Help leaders improve team and leadership-group effectiveness.
Turn engagement insights into a short list of leader-owned actions and follow through on them.
Assess change readiness before major initiatives and adjust plans as needed.
Escalate systemic employee issues to the Head of Business Partnership and appropriate HR, Legal, or Compliance partners.