Human Resources Business Partner

• In collaboration with the Regional HRBP Lead and Managing Partner(s), sets HR strategy in alignment with business strategy, needs and goals
• Ensure actionable and measurable plans are developed and implemented to execute the regional strategy; monitor plan completion and effectiveness
• Participate in firm leadership planning meetings to ensure the people implications of strategic business decisions are considered and evaluated
• Use metrics, trends, and industry knowledge to provide guidance to leaders and to recommend and develop solutions regarding all people-related programs and processes
• Partner effectively with and leverage resources appropriately from the internal HR organization to serve the needs of the practice unit
• Develop and implement change management and communication strategies to facilitate employee engagement and ensure transparency of information to employees
• Advise management and employees on employee relations issues, identify trends and help develop appropriate solutions
• Respond to employee relations issues such as employee complaints and harassment allegations. May represent management in investigating, answering and settling complaints
• Ensure employee relations processes support the firm's culture and minimizes firm risk, including addressing performance issues, advising on disciplinary procedures and participating in counsel-out discussions
• Stay apprised of exit interview data, analyze trends, and develop strategies (with regional leaders) to address common themes as needed
• Provide coaching and support to managers to ensure the successful application of the firm performance programs
• Support partners and managers in staff coaching and development responsibilities
• Oversee semi-annual Talent Review processes, including facilitation of succession and high potential identification discussions and appropriate follow-up with office, market and regional leaders
• Use key manager and staff metrics to facilitate performance and succession discussions
• Oversee completion and quality of leadership feedback surveys, including determination of evaluators and system integrity
• Ensure HR policies and practices are applied consistently and appropriately
• Facilitate the implementation of new HR policies and procedures
• Refer questions or concerns regarding policy interpretation to the HR Service Center
• Refer general employee inquiries to HR Service Center
• Follow up with HR department staff as needed to ensure resolution of issues
• Ensure proper handling of situations to maintain compliance with federal and state employment laws and to reduce liability
• Oversee annual compensation process for assigned office/market including review of proposed changes for consistency and equity and taking into account employee performance, market data and market conditions
• Partner with Total Rewards team to ensure clarity and consistency with pay and rewards practices
• Oversee promotion processes
• Maintain familiarity with and support all Firm wide benefits
• Lead by example and maintain a team environment that fosters collaboration, continuous learning, and professional growth

• Strong self-awareness and emotional intelligence
• Strong business acumen
• Able to tolerate ambiguity - able to decide and act in the face of a complex problem
• Growth mindset, continual learner
• Exceptional changeability
• Generates and executes innovative, strategic solutions
• Ability to act with integrity, professionalism, and confidentiality
• Influential, strong executive presence
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Ability to work on multiple concurrent tasks with regular interruptions
• Strong analytical and problem-solving skills
• Ability to prioritize tasks and to delegate them when appropriate
• Strong team player and self-motivated independent contributor
• Thorough knowledge of employment-related laws and regulations
• Ability to confidently and comfortably deliver presentations and speak internally and externally in front of large groups
• Resilient, flexible and able to respond professionally to emerging issues and situations

• Bachelor's or Masters degree in a related field
• 5 years of related experience required, 10 years or more preferred
• SHRM and/or HRCI certification preferred
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems

With a legacy spanning more than 100 years, Forvis Mazars is committed to providing a different perspective and an unmatched client experience that feels right, personal and natural. We respect and reflect the range of perspectives, knowledge and local understanding of our people and clients. We take the time to listen to deliver consistent audit and assurance, tax, advisory and consulting services worldwide.

We nurture a deep understanding of our clients’ industries, delivering greater insight, deeper specialization and tailored solutions through people who listen to understand, are responsive and consult with purpose to deliver value.

About Forvis Mazars, LLP

Forvis Mazars, LLP is an independent member of Forvis Mazars Global, a leading global professional services network. Ranked among the largest public accounting firms in the United States, the firm’s 7,000 dedicated team members provide an Unmatched Client Experience® through the delivery of assurance, tax, and consulting services for clients in all 50 states and internationally through the global network. Visit forvismazars.us to learn more.

Forvis Mazars, LLP is an equal opportunity/affirmative action employer. Employment selection and related decisions are made without regard to age, race, color, sex, sexual orientation, national origin, religion, genetic information, disability, protected veteran status, gender identity, or other protected classifications.
It is Forvis Mazars, LLP standard policy not to accept unsolicited referrals or resumes from any source other than directly from candidates.

Forvis Mazars, LLP expressly reserves the right not to consider unsolicited referrals and/or resumes from vendors including and without limitation, search firms, staffing agencies, fee-based referral services, and recruiting agencies.
Forvis Mazars, LLP further reserves the right not to pay a fee to a recruiter or agency unless such recruiter or agency has a signed vendor agreement with Forvis Mazars, LLP.Any resume or CV submitted to any employee of Forvis Mazars, LLP without having a Forvis Mazars, LLP vendor agreement in place will be considered the property of Forvis Mazars, LLP.