People Partner

Morgan Street•Chicago, IL

6h•Hybrid

About The Position

The People Partner sits within tms’s Global People team, which enables, empowers, and supports employees to reach their potential and drive business performance through a strong employee experience. The role partners with designated client groups and leaders to translate business objectives into people strategies, strengthen organizational effectiveness, and support business transformation. It also contributes to improving workforce planning, people analytics, HR technology, and talent management.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
Typically 3–5 years of progressive experience in an HR Business Partner, People Partner, or HR Generalist role, including partnering with leaders on people strategies that support business objectives.
Solid knowledge of core HR practices, employee relations, performance management, talent development, compensation, and applicable employment legislation.
Sound judgment in complex people matters and the ability to translate HR principles into practical, business-focused solutions.
Genuine commitment to creating an inclusive, engaging, high-touch employee experience.
Ability to connect people strategies to business priorities, understand organizational and financial drivers, and balance employee needs with business objectives.
Strong interpersonal skills and ability to build trusted relationships, influence stakeholders, offer constructive challenge, and navigate competing priorities.
Ability to interpret HR metrics, workforce trends, and employee feedback and turn insights into actionable recommendations.
Ability to work effectively in a dynamic, fast-paced environment, manage shifting priorities, and maintain accuracy, sound judgment, and attention to detail.
Strong project management, organizational, and execution skills, including the ability to lead multiple initiatives and manage competing deadlines.
Curiosity, a growth mindset, willingness to challenge the status quo, and interest in continuous learning and process improvement.

Nice To Haves

PHR/SPHR or SHRM-CP/SHRM-SCP certification.
Experience supporting geographically distributed teams and working across different markets, cultures, and time zones.

Responsibilities

Build trusted partnerships with leaders across designated client groups and understand their business objectives, organizational priorities, and talent needs.
Translate business strategy into people strategies that improve organizational effectiveness, employee experience, and business performance.
Advise leaders, managers, and employees on organizational design, workforce planning, leadership effectiveness, talent development, engagement, and complex people matters.
Partner with leaders to develop and implement initiatives covering workforce planning, onboarding, performance, learning and development, engagement, recognition, and culture.
Lead performance management strategy and cycles for designated client groups, including goal setting, reviews, feedback, and individual development planning.
Help leaders build high-performing teams, accountability, development opportunities, and career pathways.
Partner with leaders to identify critical talent, assess organizational capabilities, strengthen succession pipelines, and develop talent attraction, retention, and growth strategies.
Collaborate with Talent Management and Learning & Development to build leadership capabilities and prepare teams for future business needs.
In partnership with the Director, People Partner, lead and support organizational effectiveness and change management initiatives.
Help leaders navigate organizational change, assess people and culture impacts, strengthen communication and alignment, and prepare teams to adapt.
Use workforce data, employee feedback, engagement insights, exit interview findings, and people trends to identify opportunities and inform recommendations.
Provide guidance on employee relations, performance concerns, workplace challenges, and employee development; coach managers to act consistently and empathetically while mitigating risk and supporting fairness and inclusion.
Partner with HR Centers of Excellence, including Talent Acquisition, Talent Management, Total Rewards, HR Technology, and People Operations, to deliver integrated people solutions.
Identify opportunities to improve people practices, streamline processes, and enhance HR programs and services; contribute scalable solutions and new ideas.