Global Vice President of Human Resources Business Partners

Why Ryan?

• Hybrid Work Options

• Award-Winning Culture

• Generous Personal Time Off (PTO) Benefits

• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)

• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement

• Benefits Eligibility Effective Day One

• 401K with Employer Match

• Tuition Reimbursement After One Year of Service

• Fertility Assistance Program

• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service

This position is Hybrid with a Dallas in-office requirement of two to three days a week.

This role defines, develops and implements all aspects of the human resources initiatives to coincide with the Ryan vision, culture and strategic plans. This hands-on role leads a team that provides expertise and communication in all areas relating to our Ryan team members.

Reporting to the Chief People Officer, this role will provide leadership and expertise in all areas of Employee Relations, Employee Communications, Policy and Procedure Development and Administration, Immigration, Compliance, HRMS, and Metrics and Reporting. Most importantly, the Vice President of Strategic Talent Business Partners will lead a team of Directors, Business Partners, and Generalists globally.

The Vice President of Global Strategic Talent Business Partners will utilize organizational design expertise to enhance efficiency and effectiveness across the Firm. Will collaborate with leadership to drive structural changes that support business objectives and coach team to help support.

To be successful in this role, the incumbent will have exceptional analysis and communication skills, as well as effective management skills. This role will be expected to capably partner and consult with senior management and have experience working with a Board of Directors on performance management strategy; research and evaluate new employee trends; ensure compliance with applicable law, government regulations and internal controls; and engage resources and market expertise on projects, business plan objectives, and corporate initiatives.

Duties and responsibilities, as they align to Ryan’s Key Results

People

• Conceptualizes, designs and develops effective and leading-edge human resource strategies, tools, processes, and programs to support Ryan’s position as the leading global tax consulting firm in a highly competitive market.

• Leads and empowers a team of HR Business Partners, ensuring strategic HR support to business units.
• Ensures a strong and consistent HR brand through HR Business Partner development in response to employee related concerns, complaints, and workplace investigations like allegations of workplace harassment and reductions-in-force; encourages best practice sharing and processes improvement across the HR Business Partner team.

Client:

• Collaborates closely with leadership to understand business objectives, challenges, and opportunities. Translate business needs into comprehensive HR strategies and initiatives that drive talent attraction, retention, and development.
• Provides strategic oversight of the administration of people processes globally. 
• Oversees the management of employee relations and grievance issues including investigation, documentation, and resolution.

Value:

• Oversees the HR Business Partner model and adapts strategy as necessary, ensuring partnerships are in place with new and existing service lines to identify and coordinate appropriate and effective strategies related to integration, talent management, employee relations, jobs, compensation, rewards and recognition, human resource policies and procedures, and other human resources functions.
• Utilizes strategic workforce planning methodology to identify and address gaps between current and desired organization performance.
• Utilizes data driven insights to monitor HR metrics and trends and mitigate people related risks through proactive measures.
• Leads efforts to enhance the organization’s capability and effectiveness by recommending and facilitating programs that align with strategic goals and foster a high-performance culture; applies change leadership to ensure smooth transitions and successful implementation of new programs.
• Partners with and influences cross-functional centers of expertise to ensure seamless delivery of HR programs and services across the company.
• Reviews and benchmarks internal and external environment to identify opportunities for new and enhanced programs.
• Ensures the Firm’s compliance with all aspects of federal, state, and local e