Senior Manager, Human Resources Business Partner | Strategic Communications

Who We Are  

FTI Consulting is the world’s leading expert-driven consulting firm. Over the last 40 years, FTI Consulting experts have served as the trusted advisor to Fortune 500 companies and the world’s leading law and private equity firms when they are facing their greatest opportunities and challenges. Our strong performance and continued success are a direct reflection of the ambition, energy, and commitment of our talented professionals across the globe to make a positive impact for our clients and communities.  

At FTI Consulting, you’ll be inspired and empowered to make an impact on headline matters that change history. Working side by side with the world’s leading experts in your field, you’ll be surrounded by an open collaborative culture that embraces diversity, recognition, professional development and most importantly, you.  

Are you ready to make an impact? 

About the Role 

The Senior Manager, Human Resources Business Partner is an integral member of Strategic Communications AMER HR team requiring a business approach and the ability to partner and influence key stakeholders across the region. The HR Business Partner will provide strategic support for talent related matters, actively engage, develop, and retain employees while promoting a culture characterized by collaboration, inclusion, and development. The role will support HR strategies including workforce planning, compensation, talent development and performance management.   This leader will work closely with business leaders in support of their business goals using their expert HR talent, providing counsel in decision-making that improves employee morale, mitigate risk, and enhance employee engagement.

What You’ll Do

As a member of the HR team, the HR Business Partner will work with both regional and global HR Team within Strategic Communications, Corporate Centers of Excellence and our business leaders to design and implement initiatives that support our talent throughout their lifecycle. They will play a key partnership role in the growth strategy, supporting business priorities, and sharing industry trends to drive success.

Manage the Performance & Career Management efforts by:

• Working with employees and coaches to embed a continuous feedback model with a foundation of goal setting, performance reviews, calibration sessions, and ongoing coaching. 
• Providing guidance and counsel to leaders and coaches to drive desired outcomes. This includes providing training to all levels of employees.
• Guiding professionals in engaging with our programs by collaborating with talent development professionals for online and in-person training sessions.
• Evaluating employee engagement survey results as it relates to our performance management to look for trends, successes and areas for improvement, and develop action plans to utilize results.
• Identifying and tracking key talent; career planning for high potentials and retention planning for high performers.
• Managing talent planning and coordinating talent needs with leaders, collaborating with recruiters and leaders to hire top talent.
• Providing analysis of performance metrics both qualitative and quantitative and how they are driving business outcomes.
• Leverage people data and analytics to generate actionable insights and inform strategic, data-driven decisions that impact the organization across all levels.

Manage Talent Development needs by:

• Collaborating with segment leaders to define segment needs and with the Talent Development team to define programs to support segment talent aligned with goals. 
• Assisting in the design and delivery of learning and development programs related to performance management, leadership development, employee growth and development, and diversity & inclusion.
• Collaborating with business leaders, subject matter experts and Talent Development team to build learning plans by function and level to support career development opportunities. 
• Guiding professionals in the use of FTI’s talent development system by coordinating with Human Resources Information System (HRIS) team and leading online and in-person training sessions.
• Partner with global mobility team for global transfers/assignments, employee immigration issues, immigration and global mobility policies, etc.

Manage Employee Engagement & serve as a Culture enabler by:

• Managing employee engagement initiatives to drive retention, supporting employee recognition programs, employee engagement surveys and associated goal creation and action planning.
• Act as a culture builder collaborating with Diversity Inclusion and Belonging team, supporting leaders on key focus areas such as diversity & inclusion, advocating for impactful coaching, supporting ERG/diversity activities and mentorship programs.
• Leading onboarding process that ensures new employee transitions are engaging, timely and compliant.
• Supporting departing employee process to ensure leavers feel FTI is a place to recommend others

Support our Employee Relations by:

• Working directly with leaders, coaches and employees to manage employee relations matters ensuring we are holding true to the culture we strive for.
• Collaborating with Employee Relations team to effectively analyze, resolve issues and disputes, and manage risk for FTI. 
• Advising coaches and leaders on company policies, and state and federal agency requirements, as appropriate.
• Providing guidance to coaches and employees regarding performance issues partnering on improvement plans and preparing coaches and leaders to provide constructive feedback and have difficult conversations as needed.

Lead on Compensation and Planning by:

• Collaborating with the HR team, Compensation team and leaders to manage and administer fair and equitable pay for performance compensation philosophy 
• Managing and administering salary management including the annual compensation planning and promotion process.
• Advising leaders and coaches on appropriate/equitable compensation decisions aligned to our compensation philosophy and market.
• Providing training and communication support to both leaders and employees through the annual compensation and promotion process to ensure clear, unified messaging and understanding for all employees.
• Reporting and analyzing metrics and KPIs in support of guiding the business on budgets, equity and alignment to market. 

How You’ll Grow  

We are committed to investing and supporting you in your professional development and we have developed a range of programs focused on fostering leadership, growth and development opportunities. We aim to promote continuous learning and individual skills development through on-the-job learning, self-guided professional development courses and certifications. You’ll be assigned a dedicated coach to mentor, guide and support you through regular coaching sessions and serve as an advocate for your professional growth.   

What You’ll Need to Succeed

Basic Qualifications

• Bachelor’s degree in human resources or a related field
• 6+ years of relevant post-graduate professional HR experience
• Knowledge of PC and network environment; Proficiency in use of standard company software applications (Word, Excel, PowerPoint, etc.). Familiarity with PeopleSoft/Workday/SuccessFactors a plus
• Ability to travel to FTI office(s) as needed
• Applicants must be currently authorized to work in the United States on a full-time basis; this position does not provide visa sponsorship

Preferred Qualifications

• Experience across multiple HR functions including Talent Planning, Performance Management/Career Development, Learning and Development, Strategic Workforce Planning, Compensation, Analytics and HR Operations
• High degree of integrity and ability to maintain confidentiality and discretion at all times
• Collaborative/team player with interpersonal skills and approachable characteristics
• Ability to prioritize, organize, request assistance when necessary and respond to urgent deadline-driven requests while operating in a fast pace environment.
• Ability to apply excellent verbal and written communications to every level of business
• Demonstrated effectiveness in supporting multiple business leaders within a matrixed organization.
• Demonstrated professional as results driven, problem-solver, successfully manage conflicts.
• Experience in working through employee relations matters with confidence and emotional intelligence.
• Demonstrated ability to successfully manage conflict and ambiguity. 
• PHR/SPHR or SHRM CP/SCP

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