Senior Human Resources Business Partner

Ares Operations•Los Angeles, CA

12d•$200,000 - $250,000

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 HRBP will provide exceptional advisory services to 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.

Requirements

Bachelor’s degree required
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
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

Nice To Haves

Master’s degree preferred
experience with Workday is a plus

Responsibilities

Act as first point of contact for managers and employees on day-to-day HR matters (leavers, joiners, employee relations matters, employee inquiries, policy interpretation, etc.)
Coach and advise leaders on management and organizational issues, including: Their overall talent strategy, incorporating organizational design, structure, and succession planning Opportunities to strengthen the employee experience, build morale and increase productivity and retention Headcount planning & budgeting, both annually and on an ongoing basis Providing feedback to employees, career development, managing underperformers, disciplinary actions, and separations
Facilitate the execution of key annual processes including performance management, promotion, compensation and headcount planning and budgeting
Manage and resolve complex employee relations issues; conduct effective, thorough, and objective investigations
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees; partner with the legal department on complex matters
Facilitate voluntary and involuntary separations and conduct exit interviews
Partners with HR functional teams to execute business priorities and drive results, including: Talent Acquisition to assess candidates and slates, manage open positions, and provide valuable input into hiring decisions and compensation terms, as appropriate Reward in support of the annual compensation process and benchmarking activities Diversity, Equity & Inclusion to work on high-impact engagement initiatives in support of our diversity and inclusion priorities Talent Development to improve the employee experience by focusing on their growth and development HR Operations team to leverage metrics and data to influence and develop customized solutions
Lead projects involving policy/program development and be involved in strategic HR efforts including acquisitions and the establishment of new offices
Stay abreast of market developments to ensure ability to proactively provide business with valuable market insight