Human Resources Business Partner – Professional Staff
About The Position
The Human Resources Business Partner serves as a strategic advisor and trusted partner to leaders across professional staff departments at Simpson Thacher & Bartlett LLP. Based in New York, the role supports the full employee life cycle for assigned client groups, partnering with department leadership, managers, employees, and HR colleagues to develop and execute people strategies aligned with the Firm’s business objectives, culture, and commitment to excellence. Reporting to the Associate Director, HR Business Partner, the HR Business Partner provides proactive, practical, and thoughtful HR guidance across employee relations, performance management, compensation planning, talent development, engagement, organizational design, onboarding, offboarding, and change management. The role develops a deep understanding of the Firm’s professional staff functions and business priorities, uses data and insights to identify trends and opportunities, and collaborates with HR Centers of Excellence to deliver consistent, high-quality HR programs and solutions.
Requirements
- Strong business acumen and ability to quickly understand departmental priorities, operating models, and talent needs.
- Excellent judgment, discretion, and ability to maintain the highest level of confidentiality when handling sensitive personnel matters.
- Strong employee relations, coaching, and advisory skills, with the ability to provide practical, balanced, business-oriented guidance.
- Ability to build credibility and trusted relationships with leaders, managers, employees, and colleagues across multiple functions and levels.
- Excellent written and verbal communication skills, including ability to tailor messages to different audiences and communicate with clarity, professionalism, and confidence.
- Strong analytical skills and comfort using HR data and reporting to identify trends, generate insights, and recommend action.
- Ability to manage multiple priorities, meet deadlines, and operate effectively in a fast-paced, high-expectation professional services environment.
- Strong project management, change management, and problem-solving skills.
- Collaborative approach and ability to work effectively across a matrixed HR function and with cross-functional stakeholders.
- High degree of flexibility, adaptability, professionalism, and executive presence.
- Proficiency in Microsoft Office, including Word, Outlook, Excel, and PowerPoint.
- At least 7 years of progressive human resources experience, including experience as an HR Business Partner or in a comparable HR advisory role.
- Demonstrated experience advising managers and leaders on employee relations, performance management, talent development, and organizational changes.
- Bachelor’s degree required.
- Work visa sponsorship is not available for this position.
Nice To Haves
- Experience in professional services, a law firm, financial services, or a similarly complex, fast-paced environment.
- Experience partnering with HR Centers of Excellence, including Talent Acquisition, Talent Management, Compensation, Benefits, HR Compliance, and HR Operations.
- Familiarity with HRIS systems; Workday experience preferred.
- Degree in Human Resources, Business, or a related field preferred.
- Advanced degree and/or HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Responsibilities
- Serve as a strategic HR partner to leaders and managers across assigned professional staff departments, advising on people-related priorities, organizational needs, and employee matters.
- Build trusted relationships with department leaders, managers, employees, and HR colleagues to understand business objectives and provide responsive HR support.
- Partner with leaders to develop and implement people strategies supporting engagement, retention, performance, professional development, and organizational effectiveness.
- Advise managers on employee relations, performance concerns, conflict resolution, policy interpretation, coaching, corrective action, separations, and other sensitive workplace issues.
- Assess complex people-risk scenarios and partner with Employee Relations, HR Compliance, legal, and other stakeholders as appropriate.
- Support the annual performance management process, including feedback collection, manager coaching, performance calibration, documentation, and follow-up actions.
- Partner with Talent Management and Compensation teams on annual compensation planning and offer development for new hires.
- Collaborate with Talent Acquisition to understand staffing needs, support hiring strategies, and promote a strong hiring manager and candidate experience.
- Support onboarding and integration for new hires and partner with managers to promote effective engagement.
- Use HR data, reporting, and workforce insights to identify trends, inform recommendations, and support people decisions.
- Lead or support change management, organizational design, and cross-functional projects affecting assigned client groups.
- Partner with HR Centers of Excellence and other firm service areas to implement programs, policies, processes, and initiatives consistently and effectively.
- Help foster a positive, inclusive, high-performing workplace culture aligned with the Firm’s values and standards of professionalism.
- Maintain current knowledge of HR best practices, employment law developments, and Firm policies; escalate issues and partner with subject matter experts as needed.
- Mentor or guide more junior HR team members, as appropriate.
- Perform other duties and special projects as assigned.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
