Principal, Senior HR Business Partner (Global Client Solutions and Wealth Management Solutions)

Ares Operations•New York, NY

25d

About The Position

Ares is seeking an accomplished Senior Human Resources Business Partner to support its Global Client Solutions (GCS) and Wealth Management Solutions (WMS) businesses. The position serves as a senior HR advisor to GCS and WMS leadership and helps shape and execute talent and organizational strategies that support business growth and evolution. The role partners closely with senior leaders to build, develop, and retain high-performing teams and translate business priorities into effective talent strategies. The successful candidate will be a strategic, commercially minded HR leader able to operate with senior executives, understand global client-facing and distribution businesses, navigate complex organizational matters, and move between strategic advising and hands-on execution. The role spans talent management, organizational effectiveness, leadership development, workforce and succession planning, performance management, employee relations, and collaboration with HR Centers of Excellence. It reports to the Head of Talent. No direct reports are listed.

Requirements

Bachelor’s degree required.
12–15+ years of progressive HR experience, including substantial experience as a senior HR Business Partner to executives and leadership teams in alternative asset management, asset management, financial services, or another sophisticated, high-performance professional services environment.
Demonstrated success as a strategic HR advisor to senior executives in complex, global, high-growth, and client-focused organizations.
Deep experience translating business strategy and growth objectives into organizational and talent strategies.
Demonstrated expertise in organizational design, workforce planning, succession planning, talent management, leadership development, change management, and organizational transformation.
Significant experience advising senior leaders on complex performance, compensation, promotion, succession, development, and retention decisions.
Strong analytical capabilities, including use of workforce data, market intelligence, and business insights to inform talent strategies and executive decision-making.
Advanced proficiency in Microsoft Office, particularly Excel and PowerPoint.
Strong commercial acumen and intellectual curiosity, with the ability to understand GCS and WMS business models, strategic priorities, growth drivers, and talent implications.
Credibility and trustworthiness as an advisor to senior executives, combining sound business judgment with deep HR expertise.
Strong bias for action, exceptional work ethic, and ability to thrive in a fast-paced, high-growth environment.
Sound judgment and ability to work with a high degree of autonomy, discretion, and personal accountability.
High standards of integrity, professionalism, and ethical decision-making.
Ability to navigate ambiguity and organizational complexity with confidence, resilience, adaptability, and pragmatism.
Exceptional relationship management and influencing skills, including the ability to establish credibility and build partnerships across businesses, functions, geographies, and levels.
Ability to balance strategic thinking with hands-on execution and direct involvement in complex or high-priority matters.
Strong organizational discipline and ability to manage competing priorities while maintaining quality and attention to detail.
Ability to interpret data, identify trends, challenge assumptions, and develop evidence-based HR strategies and recommendations.
Clear, credible, and impactful verbal and written communication, tailored to diverse stakeholder groups.
Composure, sound judgment, and professionalism in high-pressure, sensitive, or confidential situations.
Reliability, intellectual rigor, personal accountability, and a collaborative, team-oriented mindset.
Ability to handle confidential business and employee information with utmost discretion and care.

Nice To Haves

Master’s degree preferred.
Experience supporting client-facing, distribution, wealth management, fundraising, product, or other commercial organizations.
Experience with Workday or comparable HRIS platforms.

Responsibilities

Advise senior GCS and WMS leaders on business strategy, organizational priorities, and talent needs, and develop commercially relevant HR strategies and solutions.
Partner with business leadership to develop and execute talent and organizational strategies that support growth and ensure appropriate talent, structure, and capabilities.
Advise on organizational design and effectiveness, including operating models, spans and layers, role clarity, team structures, leadership accountabilities, and organizational capabilities.
Lead strategic workforce and headcount planning, anticipating future talent and capability needs and aligning talent investment with business priorities.
Drive succession planning and talent reviews, identify critical roles and talent, and develop succession and development strategies.
Identify organizational, talent, and workforce trends and translate them into actionable recommendations to strengthen effectiveness, talent outcomes, and employee experience.
Lead and influence annual talent processes, including performance management, promotions, compensation planning, succession planning, talent reviews, and workforce planning.
Partner with senior leaders to assess, develop, and retain key talent, identifying retention risks, capability gaps, and development opportunities.
Advise leaders and managers on complex people and organizational matters while balancing business objectives, employee considerations, risk, and company policies and practices.
Identify organizational and talent implications of the continued evolution and scaling of GCS and WMS.
Use workforce analytics, market intelligence, and qualitative insights to provide proactive, data-informed recommendations.
Identify opportunities to improve organizational effectiveness and HR practices and promote scalable, consistent approaches across the global organizations.
Partner with Talent Acquisition on workforce planning, senior and critical hiring, candidate slate reviews, selection strategy, and offer structuring.
Partner with Reward on compensation strategy, annual compensation processes, benchmarking, retention considerations, and complex compensation matters.
Partner with Talent Development on succession planning, talent reviews, leadership development, performance management, and development strategies for critical talent and future leaders.
Partner with HR Operations to support employee lifecycle processes and improve efficiency, scalability, data quality, and employee and manager experience.
Embed inclusive talent practices in hiring, development, promotion, succession, and broader people strategies in collaboration with DEI.