Senior Human Resources Business Partner

Ares Operations•New York, NY

About The Position

Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team. HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team, and Firm performance. They serve as positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar, employee experience and talent acquisition processes within their assigned groups and across the Firm. Ares is a fast-paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. The Senior HRBP will provide exceptional advisory services to Information Technology management and employees on a range of human resources issues while taking into account internal policy, best practices, relevant legislative frameworks, culture, and desired commercial outcomes. Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits; facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; partnering with the Talent Acquisition team on searches from a recruitment strategy standpoint; playing a leading role in diversity and learning and development initiatives.

Requirements

10+ years of experience in Human Resources and at least 8 years in an HR Business Partner or other client-facing role
Prior alternate asset management/financial services, Private Equity and/or Investment Banking experience required
Must possess strong Microsoft office skills, especially Excel and PowerPoint; experience with Workday is a plus
Ability to operate effectively across the full range of HR disciplines and be able to work with managers and colleagues at all levels across the business
Have a strong bias for action, tireless work ethic, and thrive in a fast-paced, high volume environment
Take a hands-on approach, with the ability to stay organized while managing multiple priorities and competing demands
Have exceptional client relationship skills; must be able to quickly establish credibility with the business and influence outcomes
Strong data management and operational excellence skill sets; ability to apply judgment to data to support decisions and recommend practical steps
Strong experience in talent acquisition, ideally coupled with broad HR knowledge
Strong knowledge of recruitment market practices; able to consistently and proactively identify and attract passive candidates by utilizing advanced recruiting techniques
Possess a global mindset and demonstrated experience operating internationally across large, highly matrixed organizations
Demonstrate the highest levels of judgment and integrity
Be comfortable in dealing with ambiguity and uncertainty in a dynamic and fast-paced environment
Have high accuracy and detail orientation
Expertise in organizational design and workforce transformation.
Experience supporting mergers, acquisitions, and integrations, including due diligence and change management.
Strong data analysis and interpretation skills to drive evidence-based HR strategies.
Demonstrate excellent communication skills, both written and verbal
Maintain professionalism and composure in high-pressure situations
Dependable, great attitude, highly motivated and a team player
Ability to handle confidential information appropriately
Bachelor’s degree required

Nice To Haves

Experience supporting Information Technology, Engineering, or Digital Transformation teams within a global financial services or asset management environment.
Familiarity with IT frameworks such as Agile, Scrum, ITIL, DevOps, and cloud operating models.
Understanding of technical talent markets, including compensation trends for specialized IT roles.
Experience partnering with cybersecurity, data governance, and infrastructure teams on sensitive or confidential initiatives.
Ability to interpret IT organizational metrics and translate them into actionable HR strategies.
Comfort working with technical leaders and understanding the nuances of engineering culture, delivery cycles, and technical career progression.
Master’s degree preferred

Responsibilities

Serve as a strategic advisor and partner to the IT leadership team, and functional technology managers across Infrastructure, Cybersecurity, Enterprise Applications, Data Engineering, and Service Delivery.
Develop a deep understanding of IT operating models, Agile methodologies, SDLC processes, and technology roadmaps to ensure HR strategies align with evolving business and technical priorities.
Partner with IT leadership to anticipate workforce needs related to cloud transformation, automation, cybersecurity maturity, data governance, and emerging technologies.
Support organizational design efforts for complex technical environments, including restructuring around product teams, centers of excellence, shared services, and global delivery models.
Lead workforce planning for specialized technical roles (e.g., cloud engineers, cybersecurity analysts, data scientists, enterprise architects), ensuring alignment with market trends and internal capability needs.
Advise on build‑vs‑buy talent strategies, including upskilling, reskilling, vendor utilization, and global talent sourcing.
Partner with Talent Acquisition to refine technical job descriptions, competency models, and interview frameworks to ensure accurate assessment of technical and behavioral capabilities.
Support the development of career pathways for technical talent, including dual‑track progression (technical expert vs. people leader).
Guide leaders through performance management for technical contributors, including evaluating code quality, project delivery, sprint velocity, incident response performance, and adherence to engineering best practices.
Manage employee relations issues that may arise in high‑pressure IT environments, such as on‑call responsibilities, production outages, cross-functional friction, or vendor‑related challenges.
Support leaders in managing distributed or hybrid technical teams, including offshore/nearshore resources and managed service providers
Support globally distributed IT teams across multiple time zones and regulatory environments, ensuring consistent application of HR policies and practices.
Advise on cross‑border hiring, mobility, and compliance considerations for technical roles.
Lead HR components of major technology transformations, including system implementations, cloud migrations, cybersecurity initiatives, and digital modernization programs.
Develop change management strategies that support adoption of new tools, processes, and ways of working within IT.
Partner with Learning & Development to design technical and leadership development programs that support evolving IT capabilities.