Human Resources Business Partner

Ascensus•Dresher, PA

1d•$140,000 - $200,000•Hybrid

About The Position

Ascensus is the leading independent technology and service platform powering savings plans across America, providing products and expertise that help nearly 16 million people save for a better today and tomorrow. The Human Resources Business Partner (HRBP) serves as a strategic talent advisor to assigned leaders and business units, aligning people strategy with business priorities. The HRBP partners with leaders to design and deliver workforce, talent, and organizational solutions that drive performance, engagement, and business outcomes. Acting as a consultant, coach, and trusted advisor, the HRBP leverages strong business acumen, workforce data, and HR expertise to influence decisions related to talent management, organizational design, leadership effectiveness, and workforce planning. The role works in close collaboration with Centers of Excellence (COEs) to deliver integrated, high-impact people solutions. There is only one position. This role may be Hybrid to either Newton, MA or Dresher, PA locations.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
Minimum 10 years of progressive HR experience, including at least 5 years’ experience as an HR Business Partner or equivalent strategic HR role in financial service industry.
Experience leading, coaching and developing high-performing teams by building knowledge, trust, engagement, and accountability.
Demonstrated experience partnering with senior leaders in a complex, matrixed organization.
Strong business acumen with the ability to translate business needs into people strategies.
Proven ability to use data and insights to influence decisions and drive outcomes.
Knowledge of human resources disciplines.
Excellent coaching, relationship-building, and communication skills.
Results-oriented with experience working in fast paced growth environment.
Travel as necessary; up to 20%

Nice To Haves

Retirement industry experience is a significant asset.

Responsibilities

Partner with senior leaders to translate business strategies into effective people and workforce plans aligned to short- and long-term objectives.
Serve as a thought partner to leaders on organizational effectiveness, culture, and team design.
Maintain strong understanding of the business, including financial performance, operating model, talent needs, and competitive landscape.
Lead and embed core talent processes including workforce planning, talent reviews, succession planning, and performance management.
Partner with Talent Management and Talent Acquisition to enable capability-building and internal mobility.
Use workforce data, trends, and insights to proactively identify risks and opportunities related to retention, capacity, and skill gaps.
Coach leaders on people leadership practices, including performance management, change leadership, team effectiveness, and employee engagement.
Support the execution of HR policies and practices in partnership with Associate Relations, ensuring fair, consistent, and compliant decision-making.
Support organizational design, role clarity, and job architecture efforts in partnership with Total Rewards and Talent Management teams.
Lead and support change initiatives, including restructuring, growth, M&A integration, and transformation efforts.
Actively review HR metrics and insights to inform business decisions and people strategies.