The People Operations Senior Manager serves as the primary link between practice leadership and the firm’s HR and Organizational Development functions, ensuring consistent, policy-aligned execution of people programs and processes. This role is the trusted practice advisor on performance management, promotions, onboarding, employee relations, and engagement, and requires sound judgment, strong relationship-building skills, and the ability to thrive in a fast-paced consulting environment.
What You'll Do
- Performance Management, Calibration & Career Progression
Lead review cycles, manage timelines and participation, facilitate calibration sessions, coach managers on feedback, track PIPs and development plans, and oversee promotion processes, approvals, and communication of outcomes.
- Practice HR Advisory
Serve as the primary HR contact for consultants and managers, translate enterprise policies into practice-specific guidance, and partner with leaders on workforce, talent, and organizational matters.
- Onboarding, Transfers & Coach Assignments
Lead onboarding for new hires and transfers, coordinate consultant movement, and manage coach assignments and changes in Workday.
- Employee Relations
Serve as the first escalation point for personnel issues, conduct formal HR investigations and prepare written documentation of findings, advise managers on appropriate next steps, partner with HR and OD leaders and Legal as needed, and draft practice-level HR and OD communications.
- Engagement Programs & Operations
Administer spot bonus approvals, monitor PTO and Basic Expectations compliance, support engagement surveys and action plans, oversee Core Value nominations, and coordinate with the Immigration team on visa and work authorization tracking, and lead change management efforts.
- Talent Management & Succession Planning
Partner with practice leaders to identify high-potential talent, build internal pipelines, and support succession planning for key roles. Facilitate talent review discussions and ensure development plans are in place for top performers and emerging leaders.
- Compensation & Total Rewards Advisory
Advise managers and leaders on merit cycle participation and compensation positioning. Partner with the Compensation team on pay equity reviews, job leveling, and out-of-cycle adjustments to ensure competitive and equitable outcomes across the practice.
- Organizational Design & Restructuring
Support practice leaders in organizational design work, partnering with HR and OD leadership to ensure structural changes are executed effectively and aligned with firm strategy.
- Offboarding & Separations
Manage voluntary and involuntary separations, including performance-based terminations, reductions in force, and severance coordination. Conduct exit interviews, analyze departure trends, and share insights with leadership to inform retention strategies.
- HR Metrics & Reporting
Track and analyze key people metrics, including attrition, headcount, engagement, and performance data. Prepare regular reports and dashboards for practice leadership, translating data into actionable insights that support informed people decisions.
- AI Utilization & Development
What You'll Bring
- 8–10 years of progressive HR experience, including 5+ years as an HRBP or HR Manager in professional services or consulting.
- Experience leading performance review cycles, calibration, employee relations, and formal HR investigations, including coaching leaders and employees through sensitive and complex matters with discretion, sound judgement, and strong written and verbal communication skills.
- Experience with talent management practices, including succession planning, talent reviews, and high-potential identification, organizational design or restructuring efforts, and executive coaching that builds credibility with senior leaders and supports their growth as people managers.
- Working knowledge of compensation practices, including merit cycles, job leveling, pay equity principles, and advising managers on offers and out-of-cycle adjustments.
- Demonstrated ability to analyze HR data and people metrics, generate insights, present findings to senior leaders, and translate people metrics into clear narratives and recommendations; proficiency with HRIS reporting tools preferred, including Workday.
- Strong business acumen, relationship-building skills, and trusted advisor presence with consultants and leaders, with the ability to influence through data, sound reasoning, and strong judgment, and cross-functional collaboration.
- Strong problem-solving skills, with the ability to manage competing high-stakes priorities with calm and polish, while demonstrating continuous improvement, professionalism, and confidentiality.
- Comfort with AI: Demonstrated ability to responsibly explore and adopt firm-approved AI tools to enhance productivity and innovation.
- Continuous Learning Mindset: Openness to learning and applying emerging technologies including AI and automation in alignment with firm policies and client standards.
Qualifications
- Bachelor’s degree required; PHR, SPHR, or SHRM-CP/SCP preferred.