Manager, Human Resources | Corporate Finance & Restructuring

Who We Are

FTI Consulting is the leading global expert firm for organizations facing crisis and transformation. We work with many of the world’s top multinational corporations, law firms, banks and private equity firms on their most important issues to deliver impact that makes a difference. From resolving disputes, navigating crises, managing risk and optimizing performance, our teams respond rapidly to dynamic and complex situations.

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 your impact?

About the Role

In FTI Consulting’s Corporate Finance & Restructuring segment (CF) we focus on our clients’ strategic, operational, financial and capital needs by addressing the full spectrum of financial and transactional challenges faced by corporations, boards, private equity sponsors, creditor constituencies and other stakeholders.

We are seeking a Human Resources (HR) Manager in CF’s global management team requiring a business approach and the ability to partner and influence key stakeholders.  The HR Manager will provide strategic, data driven support and analyses for talent related matters, workforce planning, compensation, and various reporting requirements.  In this role, the individual will use their knowledge of forecasting and planning and work closely with business leaders to provide guidance in decision making that aligns with business goals.  The right candidate will have solid experience with talent planning, forecasting, compensation, financial analysis, HR processes, systems, and workforce reporting requirements.  Strong business management skills will be required to evaluate and interpret business indicators into actionable information for business leaders in support of strategic planning and business decisions.

What You'll Do

Budgeting/Forecasting

• Participate in annual budgeting process and project headcount activity with guidance from practice leaders and coordinate talent needs with regional leadership.

• Participate in the quarterly forecast process to report actual headcount activity, and coordinate with practice leaders to update headcount activity in the talent plan.

• Prepare quarterly reports regarding headcount activity and conduct comparative analysis of actual results against the applicable talent plan.

• Partner with Finance to ensure that talent planning is aligned with forecast/budget goals/constraints, as well as with strategic business needs.

• Coordinate closely with Recruiting to ensure hiring plans align to financial forecast.

• Provide analysis of performance metrics both qualitative and quantitative and communicate findings with HR Business Partners, leaders, and other key stakeholders.

Compensation

• Collaborate with the HR team, Compensation team and business leaders to manage and administer fair and equitable pay for performance compensation philosophy.

• Analyze market data and other relevant information in partnership with Compensation team and business leaders to determine appropriate market salary and total compensation ranges.

• Evaluate and ensure consistency and equity in titles and compensation as new hires are identified for the organization and if/when adjustments for transfers, retention, etc. are needed.

• Co-lead and administer salary and bonus management including the annual compensation planning, bonus and promotion process while ensuring parity, appropriate transparency and communication and adherence to the overall budget

• Develop applicable communications for various constituents. 

• Advise and strategically guide leaders on appropriate/equitable compensation decisions aligned to our compensation philosophy and market conditions.

• Partner with Finance to determine annual compensation budget and ensure that compensation planning decisions are aligned with the financial budget targets and various accruals.

• Manage oversight of staff bonus programs and verify bonus calculations on a quarterly basis.

Other

• Develop and provide training and communication support to both leaders and employees through the annual compensation and promotion process to ensure clear, unified messaging and understanding of the compensation philosophy and process for all employees.

• Analyze and report metrics and KPIs to support and guide the business on budgets, equity and alignment to market.

• Collaborate with business practitioners to resolve ad hoc inquiries into compensation, talent planning and reporting issues.

• Participate in, and/or lead special projects and ad hoc analyses as needed, to support various business, segment or Corporate needs.

How You’ll Grow

We are committed to investing and supporting you in your professional development and 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

• BS or BA Degree

• 5+ years of experience in financial areas with focus on human capital analysis and reporting 

• Experience with budgeting, forecasting, compensation planning and financial modeling

• Ability to perform various analyses (e.g., trend analyses, variance) and management reporting regarding human capital (e.g., attrition, rate of promotion)

• Experienced user of Excel, PowerPoint, Word, Power Query, Power BI, and working knowledge of data modeling, pivot tables. 

• Experience with Workday and working knowledge of Talent Planning process.

• Detail oriented and dependable; ability to work independently and to appropriately manage expectations around deliverables and timelines.

• Fast, eager learner and versatile, ability to adapt to complex, changing, ambiguous environments.

• Proactive, self-starter with a leader mindset; ability to help manage the team workload and seek opportunities to contribute.

• Ability to influence others without direct reporting relationships; ability to operate in a complex matrix organization.

   

   

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