People Operations Senior Manager

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: Contribute to developing and implementing firm-approved, AI-enabled solutions for clients, in accordance with company policies on data protection, intellectual property, and professional standards. Stay informed about emerging AI tools and techniques and collaborate with firm leadership to identify compliant opportunities to enhance client solutions and internal processes.

• 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…