HR Senior Generalist - Strategic Communications

HR Senior Generalist - Strategic Communications | Multiple Locations

FTI Consulting is the world’s leading expert-driven consulting firm. Over the last 40 years, FTI Consulting experts have served as the trusted advisor to Fortune 500 companies and the world’s leading law and private equity firms when they are facing their greatest opportunities and challenges. Ourstrong performance and continued success are a direct reflection of the ambition,energyand commitment of our talented professionals across the globe to make a positive impactforour clients and communities.

At FTI Consulting,you’llwork side-by-side with leaders who have shaped history, helping solve the biggestchallengesmaking headlines today. From day one,you’llbe an integral part of a focused team where you can make a real impact.

You’llbe surrounded by an open, collaborative culture that embraces diversity, recognition, professionaldevelopmentand, most importantly, you.

Are you ready to make an impact?

About The Role

As aSenior

HR Generalist, you are the operational backbone of our HR team, serving as a critical partner to the HR Director and Senior HR Manager. In this role, you will leverageyour foundational HR experience to drive precision in our daily operations while actively developing the strategic mindset required for an HR Business Partner (HRBP) career track. You will not only execute existing programs but will use your past experience to elevate our current processes, identifying opportunities for innovation, brevity, and enhanced efficiency.

This is a high-visibility opportunity for a professional ready to transition from mastering the 'what' of HR operations to influencing the 'how' of talent strategy.

What You’ll Do

I. People Operations & Team Logistics

Operational Command: Serve as the primary owner of the HR shared inbox and calendar; resolve inquiries independently or escalation with context

System & Data Mastery: Act as the Workday point of contact for the segment. Utilize intermediate to advanced Excel (VLOOKUPs, Pivot Tables, Slicers) to proactively identify trends within employee inquiries and HR data, presenting findings to help enhance current processes and inform business decisions

Resource Creation: Partner with HRBPs to design and draft resources, training materials, and tools that help managers navigate HR processes with clarity and brevity

Workflow Architect: Proactively manage the team’s project roadmap and deadlines. Demonstrate the ability to manage up by identifying upcoming milestones, anticipating team needs, and ensuring stakeholders are prepared for seamless delivery.

II. Performance, Culture & Employee Experience

Talent Cycles: Support the annual performance review and compensation cycles, offering insights and tracking level-alignment and equity data

Lifecycle Management: Manage the segment-specific onboarding and offboarding processes, ensuring a high-touch experience for all new hires and departing employees

Pulse & Engagement: Manage employee surveys and help analyze feedback to uncover trends, recommending program enhancements that drive morale and engagement

Training Partnership: Collaborate with the HR team and corporate COEs to effectively design, coordinate, and deliver training programs that enhance the employee experience and meet evolving business need

Global Mobility & Employment: Partner with the Global HR team to support global mobility interests and international employment requirements, ensuring a seamless experience for mobile employees

III. Human Capital Analytics & Reporting

Strategic Reporting: Own the delivery of human capital reporting and key HR metrics, uncovering trends that guide business decisions and recommend program enhancements

Analytics Transition: Partner with the team to transition and manage recurring analytics work streams, ensuring accurate data storytelling around headcount, workforce planning, and employee feedback

System Mastery: Utilize intermediate to advanced Excel skills (VLOOKUPs, Pivot Tables, Slicers) to interpret HR data and present findings that help the team pivot strategy based on real-time insights.

IV. Strategic Partnership & Advisory

Employee Resource: Act as the…