Senior People Operations Manager

Responsibilities

• Serve as the primary link between practice leadership and the firm’s HR and Organizational Development functions.
• Ensure consistent, policy‑aligned execution of people programs and processes.
• Be the trusted practice advisor on performance management, promotions, onboarding, employee relations, and engagement.
• Require sound judgment, strong relationship‑building skills, and the ability to thrive in a fast‑paced consulting environment.

Requirements

• 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.
• Experience with talent management practices including succession planning, talent reviews, and high‑potential identification, as well as supporting organizational design or restructuring efforts.
• Working knowledge of compensation practices including merit cycles, job leveling, pay equity principles, and advising managers on offer and out‑of‑cycle adjustment decisions.
• Demonstrated ability to analyze HR data and people metrics to generate insights and present findings to senior leaders; proficiency with HRIS reporting tools (Workday preferred).
• Strong business acumen, relationship‑building skills, and trusted advisor presence with consultants and leaders.
• High discretion, sound judgment, strong written and verbal communication skills, and proficiency with Workday and performance management tools.
• 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.

Core Competencies

Demonstrates extensive HR experience with a focus on performance management, employee relations, and talent management practices. Proficient in analyzing HR data and utilizing HRIS tools like Workday to drive insights and support organizational development.