Job Description HR Business Partner, Specialists Global Role Who are we As a global consulting partnership in more than 40 countries, our people make us who we are.
We're individuals with different passions and strengths who take as much joy in the work we do as from those we work with.
Over the years we've fostered a culture in which we are united by shared values—passion, solidarity, generosity, curiosity, and boldness—and these come alive in the work we do and how we do it.
At Kearney, our aim is to bring aboard top-tier talent, including deep experts with distinctive expertise or skills in critical, niche areas that are strategically relevant for the firm.
Are you someone who embodies creativity, precision, and structure, with a deep passion for people and talent topics?
Join us as a HR Business Partner and be an integral part of our Specialists HR Team!
Make your mark as a HR Business Partner for Specialist Talent at Kearney The HRBP for Specialist Talents will support Specialists at Kearney—professionals with unique expertise and skills in specialized functional areas that are critical to the firm's strategic objectives.
Specialists have distinct career paths tailored to their focused areas of work; therefore, distinct HR needs.
This is a global role where you will partner with the Global Business Leaders of Specialist Teams to design and implement key HR frameworks, structures, and strategies for this key talent pool.
You will help improve HR effectiveness in cohesively and consistently developing our people strategies for Specialists.
You will collaborate closely with local HR teams to ensure effective execution of these strategies.
Key responsibilities: Onboarding: Collaborate with local HR teams to ensure new hires have a smooth integration, providing them with essential tools and knowledge.
Continuously enhance the onboarding process using feedback and performance metrics. Employee Engagement: Analyze employee engagement survey results to pinpoint improvement areas.
Develop and implement strategies together with leadership to promote a positive work environment, encouraging team collaboration and individual growth. Performance Management: Design and implement performance management systems and processes to measure, report, and improve employee performance.
Facilitate review sessions with line managers to ensure alignment with organizational objectives.
Discuss performance expectations and provide guidance on career progression, promotion, and compensation raise. Compensation Review: Ensure that compensation remains competitive and aligns with industry standards by evaluating the organization's compensation strategy and structures and comparing salaries and benefits to similar positions in the industry using market data.
Run compensation review cycle factoring in employee performance.
Identify potential issues in compensation data and address any inequities.
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