At Franklin Templeton, we’re driving our industry forward by developing new and innovative ways to help our clients achieve their investment goals. Our dynamic and diversified firm spans asset management, wealth management, and fintech, offering many ways to help investors make progress toward their goals. Our talented teams working around the globe bring expertise that’s both broad and unique. From our welcoming, inclusive, and flexible culture to our global and diverse business, we offer opportunities not only to help you reach your potential but also to contribute to our clients’ achievements.

Come join us in delivering better outcomes for our clients around the world!

Franklin Templeton is hiring a HR Business Partner (HRBP) to join the Global Business Partnering Team. Ideal candidates will be based in the Boston, MA metro area and capable of working a hybrid schedule. The role is ideal for current HR Business Partners or HR Consultants who have financial services industry experience and comfortable in a sales desk environment.

What is the HR Business Partner Team responsible for?

HR Business Partners serve as the primary HR contact for assigned internal clients in the Americas regions on all human capital matters and recommend solutions aligned with business needs. This team, in partnership with our Centers of Excellence, delivers consultation on Talent, OD, and Compensation matters, working directly with the firm’s leaders.

What is the HR Business Partner responsible for?

• Serves as the primary HR contact for our sales organization (the sales desk) and senior leadership on all human capital practices and strategies

• Manages complex issues and situations requiring in-depth analysis and evaluation, resulting in recommendations and solutions aligned with business needs and HR practices

• Provides guidance on local people needs and inclusive of country/regional regulatory needs

What are the ongoing responsibilities of a HR Business Partner?

• Collaborates with HR leadership and Senior BPs to understand needs, trends, and metrics/analytics to propose solutions that support business objectives.

• Advises, consults, and guides leaders on compensation, organizational development (OD), talent management, team effectiveness, and organization design deliverables

• Provides guidance on, assistance with, and facilitation of, the implementation of effective people management solutions across the entire talent management lifecycle

• Leads and supports the development and implementation of complex solutions and large-scale business unit initiatives with regional or global impact 

• Independently provides consultation and coaching for leaders in the assessment and resolution of issues focused on increasing the effectiveness of employees, leaders, and teams utilizing Talent Management tools, COE resources, and a change management philosophy, taking a global perspective, as needed

• Facilitates team and group work and designs meetings with agendas, objectives, outcomes, and actions, as needed. Knows when to partner with COE expertise for further consulting. 

• Understands local legal regulations and requirements and partners with COEs to advise and guide leaders.

What ideal qualifications, skills and experience would help someone to be successful? 

• 5+ years of HR Business Partner experience along with financial services industry experience

• Org design experience preferred along with experience with sales compensation and understanding how sales professionals are compensated

• Ability to work in a fast-paced, dynamic environment; ability to adapt quickly to changing priorities

• Excellent communication and interpersonal skills with the ability to influence and articulate a variety of issues to different audiences, tailoring messages accordingly

• Demonstrated success in the use of data to generate insights, identify trends, determine the root cause of issues, and drive informed decision making

• Excellent consulting, coaching, influencing, facilitation, and client management skills

• Proficiency in change management, relationship-building, and managing conflict

• A service and results orientation coupled with a sense of urgency

• Ability to build trusted and collaborative relationships with HR colleagues, clients, and other internal partners/stakeholders

• Demonstrated expertise in consulting with and constructively challenging senior business leaders to