Human Resources Generalist – Senior Associate

To be a trusted advisor to Relationship leaders around impactful execution of our One Firm People strategy and diversity initiatives. To act as an enabler for directors, managers and career coaches to manage our people. To “coach our coaches” and help increase their impact. To execute our overall people strategy and guide our staff through it, with a focus on our diverse professionals and high potential talent, with the goal of increasing retention and accelerating development. 

Functions and responsibilities: 

• Collaborate with staff to identify issues, develop and execute action plans across all areas of our people strategy including diversity, development, flexibility, performance, and rewards and recognition.

• Develop and maintain effective relationships with staff with the goal of understanding and facilitating career objectives and employee engagement/satisfaction (e.g., career interests, mobility, distinctive experiences and diversity initiatives)

• HC policy interpretation, metrics, coaching and development, talent management, performance management and employee relations 

• Reinforce and guide our people through our culture of recognition.

• Update Coach/RL/Leader assignments making sure data is correct.

• Onboarding activities, assisting new joiners in the assimilation process.

• Data analysis and measuring program’s effectiveness.

• Understanding and implementing BU-based People strategy execution related to diversity initiatives; 

• Liaising with onboarding and recruitment teams to make sure we have the correct strategy with them to be able to have the needed structure on time.

• Participating in the onboarding in the LoS of new hires, transferees, and international secondees; 

• Conducting root cause analyses and developing action plans based on findings (firm’s initiatives) for BU or offices. 

• Solving problems, prioritizing tasks, independently making decisions, and/or escalating and consulting with the TC, or  Tax People Leader on more challenging issues 

• Support in guaranteeing the efficiency of the Workday process (Job changes, hires, terminations)

• Perform other responsibilities related to the management of our people including offboarding activities and workday processes.

• Implement strategy and ideas to positively affect GPS results

• Facilitate mid-year check-in to identify performance trends, promotion candidates and high-potentials

• Support Relationship leaders as they prepare for annual Career Roundtable meetings (e.g., identifying performance concerns, finalizing compensation, and Career Outlook preparation)