Talent Management Advisor

Michael Best is seeking a Talent Management Advisor
! The Talent Management Advisor serves as a practical HR business partner to assigned offices, departments, or business services groups. Reporting to the Talent Management Manager, this role partners with leaders, managers, attorneys, and staff to provide day-to-day guidance on employee relations, performance management, talent development, engagement, workforce planning, and the consistent application of firm policies and practices.

This position requires sound judgment, strong relationship-building skills, and the ability to balance employee experience, business needs, internal equity, and risk management. The Talent Management Advisor works closely with Talent Management, Recruiting, Benefits, Payroll, HRIS, and firm leadership to help resolve employee matters, support leaders through people decisions, and strengthen a consistent, professional, and responsive talent experience across the firm.

• HR business partner support: Serve as a trusted HR point of contact for assigned employee groups, providing practical guidance to leaders, managers, attorneys, and staff on routine and complex people matters.
• Employee relations: Support employee relations matters by gathering relevant information, coaching managers, helping document concerns, identifying escalation needs, and partnering with the Talent Management Manager on sensitive or higher-risk issues.
• Performance management: Advise managers on performance concerns, coaching conversations, documentation, performance improvement plans, and follow-up actions that are timely, consistent, and defensible.
• Talent development and engagement: Partner with leaders and managers to identify development needs, support engagement efforts, encourage effective feedback practices, and help connect employees with appropriate resources.
• Workforce planning: Support discussions related to staffing needs, role changes, team structure, retention concerns, and talent risks, helping leaders identify practical options and implications.
• Policy and practice guidance: Interpret and apply firm policies, procedures, and employment practices consistently, escalating questions or exceptions that may create risk, precedent, or internal equity concerns.
• Change and communication support: Assist with organizational changes, team transitions, manager communications, and employee-facing messaging to support clarity, consistency, and a positive employee experience.
• People data analysis and insights: Analyze engagement, turnover, exit survey, and other people data to identify root cause trends, summarize insights, and influence leader decision-making around talent.
• Cross-functional partnership: Collaborate with Recruiting, Benefits, Payroll, HRIS, Learning and Development, and other internal teams to resolve employee and manager needs efficiently.
• Other duties: Support talent management initiatives, HR projects, and related responsibilities as assigned.

• This position can be based in our Milwaukee or Waukesha offices
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent progressive HR or professional services experience may be considered
• 3-5 years of progressive human resources experience, including employee relations, performance management, manager coaching, and policy interpretation
• Experience advising managers or leaders on employee matters in a professional services, law firm, or multi-office environment preferred
• Experience supporting talent management, engagement, retention, workforce planning, or organizational effectiveness initiatives
• Experience documenting employee matters, tracking follow-up items, and maintaining confidential information with discretion
• Comfort working with HR systems, Microsoft Office, reporting tools, and other business systems
• SHRM-CP, PHR, or related HR certification preferred but not required
• Strong HR judgment, discretion, and ability to recognize when employee matters require escalation
• Ability to build trust with leaders, managers, attorneys, staff, and HR colleagues across offices and functions
• Clear, practical communication skills, including the ability to coach managers and document issues in a professional, objective manner
• Working knowledge of core HR practices, including employee relations, performance management, policy interpretation, engagement, and talent development
• Ability to balance employee experience, business needs, confidentiality,…