HR Business Partner Manager - Supported Independence Channel

Human Resources Opportunity in Financial Services

HR Business Partner Manager - Supported Independence Channel

Location(s):

Atlanta: 2300 Windy Ridge Pkwy SE, Suite750, Atlanta, GA 30339

La Vista:12325 Port Grace Blvd, La Vista, NE 68128

Oakdale: 7755 3rd St. N, Oakdale, MN 55128

Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255

St. Petersburg: 877 Executive Center Dr. W, Suite 300, St. Petersburg, FL 33702

Osaic has returned to the office on a hybrid schedule requiring a minimum of 4 days weekly in the office. Applicants must be willing to work this schedule.

Osaic may consider fully remote candidates who have significant specific experience working in the wealth management industry supporting W2 advisors and W2 advisor office transition, integration, recruiting, and success.

Salary: $120,000 - $150,000 per year + annual bonus

Actual compensation offered will be determined individually, based on a number of job-related factors, including location, skills, experience, and education.

Our competitive salaries are just one component of Osaic's total compensation package. Additional benefits include: health, vision, dental insurance, 401k, vacation and sick time, volunteer days and much more. To view more details of what you can look forward to, visit our careers page: https://careers.osaic.com/Creative/Benefits

Summary:

This Human Resources Business Partner Manager role specifically supports a major growth channel for Osaic focused on W2 advisor integration, acquisition, and client service.

The Human Resources Business Partner Manager acts as a member of, and trusted advisor and coach to, the client group's executive leadership team. This HRBP Manager identifies stated and underlying needs and develops talent strategies and solutions for the client department or business unit. Collaborating closely with Human Resources functional groups, this Manager develops and implements talent solutions, advocating for the needs of the client group in enterprise-wide HR program development and implementation.

Ideal candidates have strong consulting and interpersonal skills and the ability to build relationships in a brief period of time, have a working knowledge of HR principles, are driven to be part of a best-in-class HR department, and are comfortable with working in a variety of different HR topics at any given time with competing priorities.

Responsibilities:

• Assesses the talent needs of the client group through internal evaluations and external environmental scans to identify current and anticipated talent related issues. Uses data and insights to inform business cases for changes to talent strategies or practices.
• Acts as a trusted advisor, consultant, and coach to executive and leadership teams. Strategic alignment with the organization as well as organizational trust in, and partnership with, the HR function.
• Facilitates talent-related change management activities. Evaluates the impact of proposed changes on employees; advises the client groups on alternatives and change mitigation.
• Partners with executives to design organizational structure, job roles, and talent management processes to drive business unit performance to support an efficient and effective organizational structure and talent processes.
• Facilitates annual performance cycle, talent review, and succession and development planning, ensuring follow-up programs are delivered. Creates a good understanding of talent bench strength.
• Mentors HR employees for career development or onboarding
• Maintain 1-2 direct reports.
• May sit on the HRLT to provide feedback, support decision making and execute senior HR initiatives.
• Is an executive HR consultant and provides advance advisory while applying an HR Risk lens.

Education Requirements:

• Bachelor's degree preferred, high school diploma (or equivalent) in combination with significant practical experience will be considered in lieu of degree. Minimum of high school diploma or equivalent is required.

Basic Requirements:

• Significant specific experience working in the wealth management industry supporting W2 advisors and W2 advisor office transition, integration, recruiting, and success.
• Minimum of 8 years of senior-level HR experience.
• Proficiency with HR information systems and the Microsoft Office Suite.
• Demonstrated ability to work under pressure, on deadlines, and with variety of tasks / shifting priorities.
• Strong people skills and the ability to build strong and lasting relationships with the employee base and management.
• Ability to communicate, consult and influence executives at all levels.
• Exhibit ability to exercise sound judgment and acts a risk leader.
• Strong analytical, decision-making, and critical thinking skills.
• Excellent verbal and written communication skills.
• Ability to cope with and lead through frequent and unexpected changes.
• Mindset of continuous improvement.
• Experience with C-Suite or senior executives

Preferred Requirements:

• Professional in Human Resources or Senior Professional in Human Resources (PHR or SPHR) designation.
• Master's or graduate degree in Human Resources or related field such as HR, Business, Industrial Relations, Organizational Development, or related field.

Competencies:

Relationships

• Establishes and maintains relationships with other members across multiple divisions within the organization.
• Proactively develops relationships with peers, clients, employees, and executives of the organization.
• Acts as a network broker by identifying when to trigger a connection between people rather than just passing on information.
• Builds support through impact and influence.

HR Analysis

• Recommends new initiatives to HR leaders to eliminate the upcoming or immediate gaps between the organization's current HR initiatives and stakeholder and business needs Demonstrates knowledge of organizational risk and opportunities within the competitive environment.

Business Acumen

• Is knowledgeable about most business practices and processes.
• Is literate in business language and comfortable communicating about all facets of the business.
• Makes recommendations that support organizational goals.

Problem Solving and Decision Making

• Demonstrates broad knowledge of information sources that can be used to assess problems and make decisions.
• Invests time in planning, discovery, and reflection to drive better decisions.
• Effectively uses hard data as inputs to make decisions.
• Garners insight from abstract data and makes proper decisions.
• Coaches others in effective decision-making practices.
• Delegates authority to solve problems and make decisions.
• Thinks ahead in deciding the best course of action, anticipating outcomes, risks, or implications.
• Establishes metrics to aid in decision making, for self and teams.

Data Literacy

• Identifies and leverages relevant data when making decisions, providing recommendations, or analyzing organizational issues.
• Interprets metrics and data visualizations (using understanding of basic statistics) to identify patterns and extract insight where possible.
• Follows established processes when inputting or working with data in HR systems to ensure proper data quality.
• Uses effective storytelling to communicate results of data analysis and influence business decisions.
• Provides development, and execution of key HR strategic processes to include the performance management cycle, talent management activities, and facilitation of employee engagement planning and execution with the business executives.
• Leads and or participates in enterprise projects or workstreams that benefit the enterprise and or the Human Resources Team.
• Initiates and manages employee relations cases, provides consult, and assesses risk.