Strategic HR Business Partner

Position Summary

At HSO, exceptional business performance starts with exceptional people. As a Strategic HR Business Partner, you will partner with Service Line Leaders to build high-performing teams, strengthen leadership capability and develop an organization positioned for sustainable growth. This is not a traditional HR Business Partner role. You will serve as a trusted advisor, translating business priorities into people and organizational strategies that improve performance, strengthen workforce capability and enable growth.

As part of a lean, collaborative People team, you'll balance strategic advisory work with hands‑on execution. Whether facilitating a talent review, partnering with Resource Management to improve utilization, coaching a manager through a complex employee issue or implementing a new people initiative, you'll help solve the business's most important people challenges. We're looking for someone who is commercially minded, curious and energized by building, improving and making a measurable impact.

• Business Partnership
• Serve as the trusted advisor to Service Line Leaders on leadership, talent and organizational performance.
• Develop a deep understanding of business strategy, financial goals and workforce needs to align people priorities with business objectives.
• Provide practical counsel, constructive challenge and data‑driven insights that improve business decisions.
• Identify talent, leadership and organizational risks early and partner with leaders to develop effective solutions.
• Support organizational growth, restructuring and change initiatives while maintaining engagement and business continuity.
• Leadership & Talent
• Coach leaders to build high‑performing teams through effective performance management, feedback, development and accountability.
• Lead performance management governance across assigned business units, ensuring consistent application of performance ratings, compensation decisions, and promotion practices.
• Evaluate and challenge pay and promotion recommendations to ensure strong business justification, alignment with compensation philosophy and salary structures, and equitable outcomes.
• Partner with and coach leaders on effectively communicating performance and career‑related decisions to employees.
• Lead talent reviews, succession planning, promotion discussions and talent calibration sessions.
• Partner with Talent Acquisition on workforce needs and hiring priorities.
• Identify and accelerate high‑potential talent through coaching, mentoring, stretch assignments and internal mobility.
• Support quarterly people review processes by delivering workforce analytics and talent insights to Senior Vice President, HR, including performance distributions, promotion readiness, succession pipeline strength, critical talent identification (top 5/bottom
  5), and development planning recommendations across the organization and service lines.
• Drive career development and internal mobility initiatives by helping employees establish long‑term career goals, providing clarity on advancement opportunities, and partnering with leaders to align development plans with organizational talent needs and succession priorities.
• Partner on annual performance, compensation and reward processes to ensure equitable, market‑informed outcomes.
• Business Performance & Workforce Planning
• Partner with Service Line Leaders and Resource Management to optimize consultant deployment, utilization and workforce capacity.
• Monitor utilization, leverage and bench trends, recommending actions that improve productivity and profitability.
• Help maintain a balanced talent pyramid by aligning hiring, promotions, development and succession with business strategy.
• Support workforce planning, organizational…