Sr. Human Resources Business Partner (Sr Manager)

Responsibilities

• Partner with leaders of assigned client group(s) as an embedded HRBP, providing day-to-day HR advisory, counseling and coaching that aligns people decisions with business strategy and firm values.
• Manage complex employee relations matters end-to-end (intake, assessment, documentation, action planning and follow-through), partnering with the ER Center of Excellence resources and under the guidance of the firm's Assistant General Counsel, Employment as appropriate .
• Provide conflict resolution support, including mediation, facilitated conversations, and coaching for leaders and employees to restore working relationships and reduce escalation risk.
• Advise leaders on performance management practices (goal setting, feedback, documentation, improvement plans, and employment actions), ensuring consistency, fairness and compliance with policy and applicable law.
• Partner with Talent Acquisition and business leaders on workforce planning, requisition strategy, role design, selection decisions and onboarding for priority hires; contribute a pragmatic perspective on candidate experience and risk.
• Leverage quantitative and qualitative data (e.g., headcount, turnover, engagement, promotions, performance outcomes, absence trends and ER case data) to proactively identify issues, develop insights, and recommend interventions to improve retention, performance and culture.
• Drive leader capability by delivering coaching, toolkits and training on topics such as performance management, inclusive leadership, difficult conversations, policy application and change management.
• Support organizational effectiveness initiatives such as team diagnostics, org design, role clarity, job architecture alignment, and change management for restructures and business transformations.
• Partner with Total Rewards and Finance stakeholders to support compensation planning cycles, offers, promotions and job changes within established governance; provide guidance on internal equity and competitive considerations.
• Support communication and m anage ment of leave of absence and accommodation matters in partnership with Benefits/Leave administrators and ER/HR Compliance resources , ensuring interactive process practices, timely documentation and leader guidance.
• Drive process excellence

Benefits

Additional Information

Join Goodwin's Global Operations Team, and make a real impact on a global scale. At Goodwin, we work with some of the world's most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. As part of the Global Operations Team - all business professionals at the firm - you'll collaborate with colleagues from varied backgrounds and experiences, fostering an environment where cross-functional learning, networking, and collaboration are at the core of what we do. Here, we're not just supporting a law firm; we're partnering with attorneys and clients to deliver cutting-edge solutions in high-stakes litigation and dispute resolution, world-class regulatory compliance and advisory services, and complex transactions. Our commitment to integrity, ingenuity, agility, and ambition drives us, and we're proud to have been recognised as the "Best Business Team" by The American Lawyer. This is your opportunity to grow professionally in a dynamic, global environment, surrounded by forward-thinking peers. T he Sr. Human Resources Business Partner (HRBP) serves as a dedicated , trusted advisor to assigned internal client group(s), partnering with leaders and employees to deliver practical, business-aligned HR solutions across the employee lifecycle. This role provides expert HR advisory and counseling support, leads and resolves complex employee relations matters, conducts and supports internal investigations, and drives performance management, conflict resolution and risk mitigation in partnership with key stakeholders. The HRBP leverages workforce and people data to proactively identify trends, diagnose root causes and influence workforce planning and organizational decisions. The HRBP stays current on employment law and HR best practices, embraces evolving technology (including AI) to improve efficiency and effectiveness, and uses strong project management skills to lead and deliver cross-functional initiatives.

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