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Ascend is Hiring a Human Resources Business Partner Near Arlington, VA
Position SummaryHRBPs at Ascend play a critical role in building, and sustaining, the best places to work for the best people in the accounting industry. The HRBP will be responsible for holistic execution and oversight of people operations, programs and strategy within the Partner Firm, including implementation and adoption of the Ascend People First Program. As each regional partner firm grows, so too will the responsibility of the HRBP – foremost by serving as the responsible person for ensuring smooth cultural integration of tuck-in acquisitions and managing the firms through technology adoption and new ways of working. Given our model and strategy, HRBPs serve as critical members of the Ascend People Operations team and thus are extensions of the Ascend vision, strategy and execution at the partner firm level.
The Role This person will partner with 3-4 of our mid-sized accounting firm partners around the U.S and establish first class HR service to accelerate the operational excellence of these firms. This person will work directly with the Partners and CEOs to push forward initiatives related to our People First Program, Performance Management, Culture, Compensation, Benefits, TA and compliance. This person will report to the Director of People Operations but will also work closely with the Regional Vice President. This position has the option to be remote with travel required about 20% of the time.
Key ResponsibilitiesPeopleFirst Leadership & Culture
Bring the sunshine: HR like accounting has a bad rep. Let’s make this journey fun and bring some shine back to the people who are so important
Serve whole-heartedly: We love our people and serve them with positivity and kindness
Own it: We seize growth opportunities with the passion, speed and accountability of an entrepreneur
Win together: We stay in sync, achieve as a team and celebrate each other
Be excellent: We set a high bar because our mission matters
We want people who can relate and own these values tried and true.Education And Experience
The Role This person will partner with 3-4 of our mid-sized accounting firm partners around the U.S and establish first class HR service to accelerate the operational excellence of these firms. This person will work directly with the Partners and CEOs to push forward initiatives related to our People First Program, Performance Management, Culture, Compensation, Benefits, TA and compliance. This person will report to the Director of People Operations but will also work closely with the Regional Vice President. This position has the option to be remote with travel required about 20% of the time.
Key ResponsibilitiesPeopleFirst Leadership & Culture
- Serve as the owner of the PeopleFirst Program for your firm(s), collaborating closely withthe CGO and CEO on content development and execution of gatherings/the operatingrhythm
- Architect the experience and content of renewals to drive a winning culture; ensure theteam has ample time to: reflect on the last period, work ON the business, andconnect/celebrate/recognize/award/build culture
- Administer semiannual eNPS survey and maintain an eNPS score of 70 through targetedculture initiatives
- Work with Ascend to certify firms as Great Places to Work (via Accounting Today rankings &GPTW)
- Serve as a role model for upholding and promoting the desired firm culture
- Work with the CGO to ensure firm goals are cascaded throughout the organization, makingsure that managers are equipped with the respective resources needed to attain them
- Maintain compliance in all areas of people operations
- Stay apprised of changes in regulations, policies and industry practices that impactbenefits, compensation and employee relations
- Proactively address and mitigate any potential talent-related risks while enhancing thefirm’s brand as an employer of choice
- Develop and implement programs and policies that promote equal opportunities andrespect for all employees, regardless of background or identity
- Implement training programs and communication strategies that emphasize adherence toaccounting ethics and professional standards
- Develop career ladders within the firm, collaborating closely with Ascend’s CPO and Head of Professional Development
- Implement a semiannual performance evaluation system with the Ascend People team thatprovides actionable feedback and developmental action items
- Ensure managers are equipped and held accountable for developing an individualized professional development plan for each employee, including a comprehensive career path
- Deliver performance management training; Ensure reviews are unbiased and centered around scorecard performance
- Partner with the Director of People Operations to ensure competitive compensation structure while managing costs and budgeting with the finance team
- Lead benefits open enrollment at your firm(s)
- Serve as the POC for all benefits questions and help troubleshoot employee benefits or ben admin issues
- Leverage accounting and region-specific compensation data through Mercer to ensure we remain above the 25th percentile in total compensation for every position, and ideally at the 50th percentile base, with a 75th percentile bonus
- Ensure the accuracy of the data in our HRIS and Ben Admin platform. Act as an expert in the system to help firms take full advantage of its features
- Build a team of 90% A players through successful partnership with the Ascend talent acquisition team, as well as effective performance management
- Proactively raise issues to the Director of People Operations at Ascend
- Develop visually neat, accurate communications and plans to ensure all firm stakeholders are onboarded effectively and understand firm culture, policies, processes
- Proactively address and mitigate any potential talent-related risks while enhancing the firm’s brand as an employer of choice
Bring the sunshine: HR like accounting has a bad rep. Let’s make this journey fun and bring some shine back to the people who are so important
Serve whole-heartedly: We love our people and serve them with positivity and kindness
Own it: We seize growth opportunities with the passion, speed and accountability of an entrepreneur
Win together: We stay in sync, achieve as a team and celebrate each other
Be excellent: We set a high bar because our mission matters
We want people who can relate and own these values tried and true.Education And Experience
- Bachelor’s degree is required and a master’s degree in relevant fields is preferred
- SHRM-CP or similar certification
- Minimum of 6 years of progressive human resources experiences
- Experience managing the HR function for 200 Ees
- Advanced proficiency in Microsoft applications (Excel,PPT,Word)
- Advanced proficiency in HRIS, Ben admin, ATS, performance management, engagement systems
- Advanced understanding of HR-related federal and state laws and regulations
- Advanced attention to detail
- Experience with creating and conducting training programs
- Experience in an extreme growth environment
- Advanced project management skills
- Strategic mindset
- Bias for action
- Highly competitive compensation package, including attractive benefits
- Start date is as soon as practicable
Job Summary
JOB TYPE
Full Time
SALARY
$133k-170k (estimate)
POST DATE
07/03/2024
EXPIRATION DATE
07/05/2024
HEADQUARTERS
SUAAN JA DTOO JAK, CENTRAL
SIZE
25 - 50
FOUNDED
2015
CEO
SUPHACHAI CHEARAVANONT
REVENUE
$5M - $10M
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The job skills required for Human Resources Business Partner include Employee Relations, Leadership, Talent Acquisition, Initiative, HRIS, Project Management, etc. Having related job skills and expertise will give you an advantage when applying to be a Human Resources Business Partner. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by Human Resources Business Partner. Select any job title you are interested in and start to search job requirements.
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The following is the career advancement route for Human Resources Business Partner positions, which can be used as a reference in future career path planning. As a Human Resources Business Partner, it can be promoted into senior positions as a HR Business Partner IV that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary Human Resources Business Partner. You can explore the career advancement for a Human Resources Business Partner below and select your interested title to get hiring information.
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