Human Resources Business Partner, Vice President

Guggenheim Investments•Santa Monica, CA

17d•Onsite

About The Position

Guggenheim Investments is seeking a Strategic Business Partner to serve as the senior people advisor to 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. The Business Partner works with leaders to understand business priorities and translate them into people priorities, then drives execution with HR centers of expertise. Sound judgment, discretion, and the ability to challenge senior leaders are essential, alongside technical HR knowledge. This full-time position is based in the Santa Monica, California office. Occasional travel may be required. Candidates must be authorized to work in the United States without current or future visa sponsorship or transfer; the employer cannot consider candidates who require current or future visa sponsorship.

Requirements

At least 8 years of HR experience, including at least 5 years as a business partner advising senior leaders at director, managing director, business head, or C-suite level.
Strong business acumen, including the ability to explain how the client business makes money, what drives its results, and how people decisions connect to those results.
Hands-on experience leading organization design, spans-and-layers reviews, and restructuring from analysis through implementation.
Experience leading workforce and headcount planning with business and finance leaders.
Experience conducting leadership talent reviews and succession planning and translating them into concrete actions.
Experience leading significant organizational change with measurable outcomes.
Analytical skills and comfort with people data, including building or interpreting workforce analytics and using them to support recommendations.
Executive presence and confidence challenging managers and senior leaders, with 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 integration, separations, or establishing a new business or operating model.
Coaching qualification or formal training in organization design.
Ability to travel occasionally.

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 their delivery.
Advise leaders on leadership, team, and organization questions, 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, including levels, roles, and locations.
Analyze internal and external talent supply and demand to shape workforce plans.
Partner with the Chief People Officer and Executive Leadership on workforce investments aligned with financial plans.
Lead organization design work, including structures, roles, reporting lines, and decision rights.
Review spans and layers and recommend organizational changes where needed.
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 they lead to decisions and actions.
Identify succession gaps and talent risks, particularly in critical roles, and develop plans to address them.
Lead critical role planning, including assessing role importance, 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.
Monitor organizational trends and risks using engagement data, attrition, exit feedback, and direct observations.
Help leaders improve team and leadership-group effectiveness.
Turn engagement insights into actionable priorities that leaders own and follow through on.
Assess change readiness before major initiatives and adjust plans accordingly.
Escalate systemic employee issues to the Head of Business Partnership and appropriate HR, Legal, or Compliance partners.
Partner with CSR and facilitate local employee engagement efforts.