HR Senior Generalist - Strategic Communications | Multiple Locations

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 work side-by-side with leaders who have shaped history, helping solve the biggest challenges making headlines today. From day one, you’ll be an integral part of a focused team where you can make a real impact. 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  

As a Senior HR Generalist, you are the operational backbone of our HR team, serving as a critical partner to the HR Director and Senior HR Manager. In this role, you will leverage your foundational HR experience to drive precision in our daily operations while actively developing the strategic mindset required for an HR Business Partner (HRBP) career track. You will not only execute existing programs but will use your past experience to elevate our current processes, identifying opportunities for innovation, brevity, and enhanced efficiency. This is a high-visibility opportunity for a professional ready to transition from mastering the 'what' of HR operations to influencing the 'how' of talent strategy. 

What You’ll Do 

I. People Operations & Team Logistics

• Operational Command: Serve as the primary owner of the HR shared inbox and calendar; resolve inquiries independently or escalate with context 

• System & Data Mastery: Act as the Workday point of contact for the segment. Utilize intermediate to advanced Excel (VLOOKUPs, Pivot Tables, Slicers) to proactively identify trends within employee inquiries and HR data, presenting findings to help enhance current processes and inform business decisions 

• Resource Creation: Partner with HRBPs to design and draft resources, training materials, and tools that help managers navigate HR processes with clarity and brevity 

Workflow Architect: Proactively manage the team’s project roadmap and deadlines. Demonstrate the ability to manage up by identifying upcoming milestones, anticipating team needs, and ensuring stakeholders are prepared for seamless delivery. 

II. Performance, Culture & Employee Experience

• Talent Cycles: Support the annual performance review and compensation cycles, offering insights and tracking level-alignment and equity data 

• Lifecycle Management: Manage the segment-specific onboarding and offboarding processes, ensuring a high-touch experience for all new hires and departing employees 

• Pulse & Engagement: Manage employee surveys and help analyze feedback to uncover trends, recommending program enhancements that drive morale and engagement 

• Training Partnership: Collaborate with the HR team and corporate COEs to effectively design, coordinate, and deliver training programs that enhance the employee experience and meet evolving business need 

• Global Mobility & Employment: Partner with the Global HR team to support global mobility interests and international employment requirements, ensuring a seamless experience for mobile employees 

III. Human Capital Analytics & Reporting

• Strategic Reporting: Own the delivery of human capital reporting and key HR metrics, uncovering trends that guide business decisions and recommend program enhancements 

• Analytics Transition: Partner with the team to transition and manage recurring analytics workstreams, ensuring accurate data storytelling around headcount, workforce planning, and employee feedback 

• System Mastery: Utilize intermediate to advanced Excel skills (VLOOKUPs, Pivot Tables, Slicers) to interpret HR data and present findings that help the team pivot strategy based on real-time insights. 

IV. Strategic Partnership & Advisory

• Employee Resource: Act as the boots on the ground contact for employees, providing coaching on team dynamics and policy interpretation 

• Leadership Shadowing: Shadow to capture action items, prepare strategy decks, and observe high-level organizational coaching 

• Vision-to-Execution: Translate high-level strategic ideas into actionable plans. Use creative problem-solving to enhance current HR practices, building the practical guides, tools, and workflows needed to evolve the business's current state 

• Compliance & Policy: Stay current on employment law and segment-level leave of absence cases, providing guidance that balances compliance with business needs. 

How You’ll Grow   

• Proactive Foresight: You naturally anticipate future needs and think three steps ahead. You don't just wait for a deadline; you identify the milestones needed to get there 

• Confidence in Managing Up: You are comfortable holding yourself and the leadership team accountable to deadlines, providing gentle nudges to keep projects on track 

• Analytical Curiosity: You have the ability to identify trends within the information presented to you, moving beyond data entry to provide meaningful insights 

• Creative Problem Solver: You have the creativity to look at the current state and suggest enhancements that drive efficiency and brevity 

What You’ll Need to Succeed 

Basic Qualifications

• Experience: 3+ years of progressive HR experience, preferably in a corporate or professional services environment 

• Technical Prowess: Forward-thinking in the usage of technology and innovation, with a proven ability to use data to tell a story and connect the dots 

• HRIS System Usage: Proven proficiency I n Workday managing the full employee lifecycle and data entry 

• Data Literacy: Strong Excel skills (VLOOKUPS, Pivot Tables) with the ability to manage large datasets with accuracy 

• Operational Ownership: Demonstrated experience managing a high-volume shared HR inbox or ticketing system with a focus on client service 

• Communication: Excellent written and verbal communication skills, with the ability to pivot between tactical responses and professional summaries for leadership 

Preferred Qualifications

• The Executioner Mindset: A track record of connecting the dots—identifying process gaps and taking the initiative to create solutions before being asked 

• Project Coordination: Experience maintaining team project trackers or roadmaps to ensure deadlines and logistics are met proactively 

• Junior Advisory: Experience serving as a primary point of contact or resource for employees on policy, benefits, and culture 

• Professional Discretion: Proven ability to handle highly sensitive information and shadow leadership in confidential forums with maturity 

• HRBP Aspirations: A stated desire to grow into an HR Business Partner track, demonstrated by an interest in learning business strategy and organizational dynamics 

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