Strategic Talent Business Partner

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

The HR Business Partner (“Business Partner”) is a highly visible, hands-on, customer-focused position responsible for partnering with the leadership of new and existing service lines to achieve business objectives throughout the employee life cycle. The Business Partner collaborates with Ryan business leadership to provide human resources support through effective communication, innovation, creativity, proactive outreach, responsiveness, and understanding of business needs. Primary responsibilities include support of but not limited to the following areas: 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Mergers and Acquisitions, 9) Compliance, 10) Human Resource Management System (“HRMS”), and 11) Metrics and Reporting. This position may at times provide back up to the Manager, HRBP as well as projects as assigned by the Senior Director, HRBP.

This role is based in Houston, TX, and requires a hybrid schedule of 2-3 days per week in the office. Although Houston is preferred, we are also open to candidates located in Washington, DC as both regions have experienced significant activity and demand.

Responsibilities and Experience, related to Ryan’s Key Results:

People:

• Create a positive team experience.
• Partners with HR team to plan, develop, and implement effective human resource strategies, tools, processes, and programs.
• Takes a leadership role in Human Resources initiatives and projects.
• Partners with HR team and related functions in the development, implementation, and ongoing administration of talent management programs.

Client:

• Partners with leadership in new and existing assigned practice areas to identify and coordinate appropriate and effective strategies related to integration, talent management, jobs, compensation, rewards and recognition, human resource policies and procedures, and other human resource functions.
• Facilitates regular meetings with assigned Principals and Practice Leaders to review talent and structural needs, employee, or practice-specific issues, as well as overall business objectives, and identifies and pursues opportunities for action.
• Partners with management and internal support functions to facilitate a smooth and effective new team member on-boarding experience.
• Partners with management teams to handle employee relations and grievance issues including investigation, documentation, and resolution. 
• Coordinates and communicates transfers, promotions, departures, and other status changes to relevant parties for team members in assigned practice areas.
• Ensures information on team members in assigned practice areas is entered accurately in HRMS, including, but not limited to, status changes, transfers, promotions, salary updates, appraisal information, corrective actions, accommodations, and other information as needed.
• Develops practice-specific compensation programs, in collaboration with the Compensation Manager, when necessary, including:
  • In collaboration with Managers and Practice Leaders, develops accurate, consistent, meaningful, and compliant job descriptions, ensuring responsibilities and job structure conform to existing job structures.
  • Defines and/or applies the compensation structure, including salary research, analysis, incentives, relocation, and recommendations to ensure market competitiveness within geographical regions, if applicable.
• Utilizes HRMS and other HR systems to create and maintain HR-related metrics and management reports intended to provide meaningful, actionable dashboard data to management. Also writes, maintains, and supports a variety of reports or queries, utilizing appropriate reporting tools.
• Assists with the due diligence process for acquisitions and the integration process of employees obtained through acquisitions.
• Ensures that HR-related content, including human resources policies, on the Firm’s intranet and external Websites is current, relevant, accurate, and meaningful.
• In partnership with Legal, oversees immigr