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

Ares Management Corporation•New York, NY

1d•$225,000 - $275,000

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 role serves as a senior HR advisor to GCS and WMS leadership and helps shape and execute talent and organizational strategies that support the businesses’ continued growth and evolution. The Senior HRBP partners closely with senior leaders to build, develop, and retain high-performing teams. The position requires a strategic, commercially minded HR leader who can operate at senior levels, understand global client-facing and distribution businesses, navigate complex organizational issues, and translate business priorities into talent strategies. The successful candidate will bring expertise across talent management, organizational effectiveness, leadership development, workforce planning, succession planning, performance management, and employee relations. Working in a fast-paced, high-growth, and evolving organization, this person will move between strategic advisory and hands-on execution, exercise sound judgment, and build relationships across businesses, functions, geographies, and organizational levels. The role reports to the Head of Talent. The posting also lists Head of EMEA HR under reporting relationships.

Requirements

Bachelor’s degree required.
12–15+ years of progressive HR experience.
Substantial experience as a senior HR Business Partner to executives and leadership teams in alternative asset management, asset management, financial services, or a sophisticated, high-performance professional services environment.
Demonstrated success advising 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 and demonstrated ability to use 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, intellectual curiosity, business judgment, and HR expertise.
Ability to operate with autonomy, discretion, personal accountability, integrity, and professionalism.
Ability to navigate ambiguity and organizational complexity with resilience, adaptability, and pragmatism.
Exceptional relationship management and influencing skills, with the ability to build effective partnerships across businesses, functions, geographies, and organizational levels.
Ability to balance strategic thinking with hands-on execution and manage multiple competing priorities while maintaining quality and attention to detail.
Strong communication skills, including the ability to communicate clearly and effectively with diverse stakeholder groups.
Ability to maintain composure and sound judgment in high-pressure, sensitive, or confidential situations and handle confidential information with discretion.

Nice To Haves

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

Responsibilities

Act as a trusted strategic advisor to senior GCS and WMS leaders, developing an understanding of business strategy, growth objectives, organizational priorities, and talent needs.
Partner with business leadership to develop and execute talent and organizational strategies that support growth and align talent, structure, and capabilities with evolving priorities.
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 talent and capability requirements and aligning talent investment with business priorities.
Drive succession planning and talent reviews across GCS and WMS, identifying critical roles and talent and developing succession and development strategies.
Identify organizational, talent, and workforce trends and turn them into actionable recommendations to strengthen organizational 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 senior leaders and managers on complex people and organizational matters, balancing business objectives, employee considerations, risk, and Ares 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 identify emerging themes and provide data-informed recommendations to business leadership.
Identify opportunities to strengthen organizational effectiveness and HR practices, share best practices, and promote scalable and consistent approaches across 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 targeted development strategies.
Partner with HR Operations on employee lifecycle processes and improvements to efficiency, scalability, data quality, and employee and manager experience.
Partner with DEI to embed inclusive talent practices in hiring, development, promotion, succession, and broader people strategies.