Senior Business Partner, People Strategy

About the role

Skadden, Arps, Slate, Meagher & Flom LLP has forged a reputation as one of the most prestigious law firms in the world. Relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients' legal issues. We are known for handling the most complex transactions, litigation/controversy issues, and regulatory matters, as well as for the strong partnerships we build with clients and each other. Our attorneys, who reflect a broad range of experiences and perspectives, work together seamlessly across 50-plus practices and 21 offices in the world's major financial centers. We are seeking an Senior Business Partner, People Strategy to join our Firm. This position will be based in our New York or Washington D.C. office (hybrid). In this role, you will serve as a strategic advisor and partner to business services departments, aligning HR best practices and processes with Firm goals and objectives. This role plays a pivotal role in bridging the gap between the People Teams and business services departments, ensuring that HR initiatives are seamlessly integrated into the Firm's overall strategy. This role requires a proactive, consultative approach to deliver value-added services that drive organizational success. You will collaborate closely with People Team's centers of excellence, including People Development, Talent Acquisition, and People Operations, to support the Firm's talent strategy and business objectives.

Requirements

• Strategic Partnership Collaborates with senior management to develop and implement HR strategies that align with department and Firm goals.
• Serves as a trusted advisor to leadership, providing guidance on workforce planning, organizational design, and talent strategies.
• Proactively engages with senior management to identify opportunities for HR to drive business outcomes.
• Employee Relations and Compliance Maintains in-depth knowledge of employment laws and regulations to ensure compliance and mitigate legal risks.
• Partners with PSBP Manager, the Employee Relations team, Labor and Employment practice, and the Office of General Counsel to address complex employee matters.
• Provides guidance on sensitive issues such as investigations, disciplinary actions, and terminations.
• Talent Acquisition and Retention Collaborates with the Talent Acquisition team to attract, hire, and onboard top talent.
• Develops and implements integration and retention strategies to ensure the organization retains high-performing employees.
• Partners with leadership to identify critical roles and succession planning needs.
• Performance Management Oversees the performance management process to ensure compliance and alignment with organizational goals and employee development.
• Provides coaching and guidance to managers on performance feedback, career development, goal setting, and managing underperformance.
• Drives a culture of continuous feedback and accountability.
• Learning and Development Identifies learning and development needs and collaborates with the People Development team to design and deliver impactful programs.
• Supports leadership development initiatives to build a pipeline of future leaders.
• Evaluates the effectiveness of training programs and recommends improvements.
• Change Management and Organizational Development Leads and supports organizational change initiatives, providing expertise in change management processes.
• Partners with leadership to drive cultural transformation and improve employee engagement.
• Advises on organizational design and restructuring efforts to optimize efficiency and effectiveness.
• HR Analytics and Decision Support Utilizes HR metrics, analytics, and reporting to inform decision-making and improve processes.
• Provides data-driven insights to leadership on workforce trends, turnover, and engagement.
• Partners with the HR Operations team to ensure accurate and timely reporting.
• Project Management Leads and participates in business services projects, ensuring alignment with Firm priorities.
• Manages resources, timelines, and communication to ensure successful project delivery.
• Identifies opportunities for process improvement and innovation.
• Continuous Improvement Stays informed of industry trends, best practices, and emerging technologies in HR.
• Recommends and implements innovative approaches to enhance HR effectiveness and employee experience.
• Promotes a culture of continuous learning and improvement within the HR function.
• Other Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others.
• Manages Firm resources responsibly and contributes to the overall success of the organization.
• Regular and reliable physical presence.
• Complies with and understands Firm operation, policies and pro

Additional Information

We invite you to review our current business services professionals openings to learn about the opportunities available across the firm.

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