Senior Manager HRBP

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future.

As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results.

Join our team and create your future.

The Senior Manager – HR Business Partner (HRBP) is a strategic member of the HR leadership team responsible for partnering with business leaders to drive people strategy, organizational effectiveness, employee engagement, and talent outcomes across the practice/function. The role works closely with senior leadership and HR Centers of Excellence (COEs) to align HR initiatives with business objectives while ensuring a high-performing and inclusive work environment.

The incumbent plays a key role in talent management, change management, leadership coaching, and organizational development & strategic initiatives. This position also leads and mentors HRBP team members while driving operational excellence and continuous improvement across HR processes and programs.

Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to develop and implement HR strategies aligned with organizational goals and business priorities.
• Serve as a trusted advisor to leadership teams on workforce planning, talent management, succession planning, and change management.
• Provide strategic guidance on people-related decisions impacting business performance and employee engagement.
  
  

• Coach and influence matrix managers on performance management, employee development, retention strategies, and leadership effectiveness.
• Drive the performance management cycle including goal setting, mid-year reviews, year-end evaluations, calibration discussions, and development planning.
  
  

• Ensure effective onboarding and integration experiences for new hires and leadership employees.
• Partner with Talent Acquisition and business stakeholders to support hiring strategies and workforce requirements.
• Collaborate with Learning & Development teams to identify capability gaps and implement targeted development initiatives.
• Monitor employee engagement, morale, and retention trends and recommend actionable interventions.
  
  

• Ensure consistent implementation of HR policies, processes, and programs across the business unit.
• Partner with HR COEs on compensation, benefits, mobility, compliance, employee wellness, and HR operations.
• Ensure adherence to company policies, employment legislation, and organizational governance standards.
  
  

• Analyze HR metrics including attrition, engagement, diversity, performance outcomes, and other engagement activities.
• Present insights and recommendations to leadership teams to support data-driven decision-making.
• Identify risks and proactively develop mitigation strategies.
• Analyze employment practices (e.g., turnover, on boarding, engagement, etc.) prepare trend reports;
• Analyze surveys like GPTW and development recommendations for the practice.
  
  

• Lead, mentor, and develop junior HRBP team members and HR staff.
• Foster collaboration across HR teams and promote best practices, knowledge sharing, and continuous improvement.
• Lead or contribute to enterprise-wide HR projects, transformation initiatives, and change programs.
  
  

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• Significant experience in HR Business Partnering or Human Resources Generalist roles, preferably within a fast-paced or matrixed organization.
• Strong experience in stakeholder management, organizational development, and performance management.
• Demonstrated ability to influence senior stakeholders and drive strategic HR initiatives.
• Excellent communication, analytical, problem-solving, and interpersonal skills.
• Strong understanding of HR policies, employment laws, and HR best practices.
  
  

• Strategic Thinking
• Business Acumen
• Stakeholder Management
• Leadership Coaching
• Change Management
• Employee Relations
• Data-Driven Decision Making
• Collaboration & Influencing Skills
• Organizational Effectiveness
• Talent Development