Senior People Business Partner (Alternatives)

Alpha Financial Markets Consulting•New York, NY

8d•$190,000 - $235,000•Hybrid

About The Position

Alpha Financial Markets Consulting (Alpha) is a leading global consultancy to the financial services industry. Founded in 2003, Alpha has over 20 years of experience in providing specialist, sector-focused strategy, management consulting, and technology expertise to support client transformation. Having partnered with over 1,200 clients worldwide across asset and wealth management, alternatives, and insurance industries, Alpha is a trusted advisor for complex change programs. With over 1,180 consultants globally, Alpha operates across North America, the UK, Europe, the Middle East, and APAC. In 2024, Alpha was acquired by Bridgepoint, a leading quoted private asset growth investor. Alpha values its people, offering a meritocratic environment, a welcoming culture, and opportunities for career growth. The company is seeking collaborative, innovative, and ambitious individuals to join its team. Alpha offers the stability of an established consultancy with the energy of a fast-growth business, backed by Bridgepoint's strategic investment. Employees have exposure to senior leadership, extensive learning and growth opportunities including tailored training and mentorship, and a performance-driven culture where advancement is based on impact and capability. The Business Operations function, encompassing Finance, People, Operations, IT, and Legal, Risk & Compliance, ensures the company runs efficiently and supports consultants. The 'People' function covers the entire employee lifecycle, including Recruitment, HR, and Learning.

Requirements

10+ years’ HR or recruitment experience
3–5 years in a strategic cross-people business partnering or relationship management role
Proven ability to influence and advise senior leaders on people strategy and organizational design
Strong experience in talent attraction and management, succession planning, and leadership development
Demonstrated capability in post-acquisition integration, change management, and cultural alignment
A university degree (2:1 or above) in a relevant discipline
Certification such as CIPD 7, SHRM-SCP, or equivalent academic or professional accreditation
Excellent communication, analytical, team-work and stakeholder management skills

Nice To Haves

Experience within a consulting firm
Experience within Financial Services or Management and Technology Consulting in the Alternatives industry
Exposure to global or matrixed organizations with complex stakeholder environments

Responsibilities

Engage directly with senior leaders as a trusted business partner and have a 'seat at the table' to facilitate the business vision and define the people agenda.
Analyze people data to identify trends, strengths, and gaps across recruitment, HR, and learning, and define, iterate, and drive the strategy across the people agenda.
Drive strategic improvements across the employee lifecycle and partner with the Finance Business Partner to ensure recommendations are commercially relevant and executable.
Drive and oversee annual business-as-usual (BAU) processes including Talent Acquisition (year-end and mid-year planning and budgeting) and HR (year-end and mid-year job evaluation, compensation planning, and goal setting).
Lead or oversee key initiatives based on the Business Unit’s People strategy and priorities, covering Strategic Workforce & Talent Planning, Performance, Reward & Retention Strategy, Employee Engagement, Leadership Development & Succession Planning, Capability Development & Learning, and Organizational Design & Growth Enablement.
Develop and implement workforce strategies aligned to business plans, anticipating future skills and capacity, and partner with divisional leaders to plan headcount growth and critical role coverage.
Shape recruitment priorities based on commercial demand, utilization patterns, and emerging practice/proposition areas.
Partner with divisional leadership and finance to evolve reward frameworks that support growth, profitability, and retention, including assessing reward against benchmarks and making recommendations.
Identify retention risks in key talent pools and co-develop targeted retention interventions.
Drive employee engagement initiatives by partnering with leadership to foster a positive work culture, improve retention, and enhance overall employee experience, leveraging engagement survey data and employee feedback.
Support and coach senior leaders to enhance leadership effectiveness and build high-performing teams, monitor emerging talent, and partner with leadership to identify and develop future leaders.
Lead succession planning processes that anticipate organizational growth and mitigate leadership risk, and provide focused oversight to Senior Leadership transitions (including onboarding & exits).
Partner with divisional leaders to design and deliver a training framework for each level that addresses the division’s strategic priorities, client needs, and skill gaps.
Lead the continuous review and evolution of each division’s career framework, ensuring it reflects current market expectations, future skills, and the changing consulting environment.
Collaborate with divisional leadership to evolve all people related matters (career, recruitment, etc.) as AI and other emerging technologies are deployed.
Advise on team structures, spans of control, and operating models to improve scalability, collaboration, and efficiency.
Drive the people integration following acquisitions and monitor success on an ongoing basis.
Ensure relevant and efficient frameworks for sourcing and onboarding contractors, and understand commercial visibility of contractor usage.
Mobilize the internal people delivery teams (Recruitment and HR) responsible for execution, monitor service quality and performance, and support issue resolution.
Ensure good productive relationships with wider Business Operations teams to facilitate execution.
Play the role of senior lead in the functional area, driving effectiveness and good culture, and coaching and supporting individuals to achieve business goals.
Prepare people reports for senior leadership (proactive and reactive), including reporting on Reward & Retention, Strategic Hires/Worforce Planning, Talent Development, and Strategic Projects.
Design and execute effective people communications related to organizational change, compensation, and new policies.
Provide oversight and mentoring of the People Business Partner (Alternatives) role.