Senior Human Resources Business Partner

Over the last 20 years, Ares’ success has been driven by our people and our culture. Today, our team is guided by our core values – Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy – and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.

Job Description

Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team.  HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team and Firm performance.  They serve as a positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar and employee experience within their assigned groups and across the Firm.  Ares is a fast-paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.  Recent acquisitions have enhanced Ares’ capabilities in high-conviction sectors, including digital infrastructure. 

The Senior HRBP will be expected to partner with leadership to build out and scale this growing business.  As well, the individual will provide exceptional advisory services to management and employees on a range of human resources issues while considering internal policy, best practices, relevant legislative frameworks, culture and desired commercial outcomes.   Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits; facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; play a leading role in diversity and learning and development initiatives.

Reporting relationships

Reports to: CHRO

Primary functions and essential responsibilities

• Act as first point of contact for managers and employees on day-to-day HR matters (leavers, joiners, employee relations matters, employee inquiries, policy interpretation, etc.)

• Coach and advise leaders on management and organizational issues, including:

  • Their overall talent strategy, incorporating organizational design, structure, and succession planning

  • Opportunities to strengthen the employee experience, build morale and increase productivity and retention

  • Headcount planning & budgeting, both annually and on an ongoing basis

  • Providing feedback to employees, career development, managing underperformers, disciplinary actions, and separations

• Facilitate the execution of key annual processes including performance management, promotion, compensation and headcount planning and budgeting

• Manage and resolve complex employee relations issues; conduct effective, thorough and objective investigations

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees; partner with the legal department on complex matters

• Facilitate voluntary and involuntary separations and conduct exit interviews

• Partners with HR functional teams to execute business priorities and drive results, including: 

  • Talent Acquisition to assess candidates and slates, manage open positions, and provide valuable input into hiring decisions and compensation terms, as appropriate

  • Reward in support of the annual compensation process and benchmarking activities

  • Diversity, Equity & Inclusion to work on high-impact engagement initiatives in support of our diversity and inclusion priorities

  • Talent Development & Community Engagement to improve the employee experience by focusing on their growth and development

  • HR Operations team to leverage metrics and data to influence and develop customized solutions

• Lead projects involving policy/program development and be involved in strategic HR efforts including acquisitions and the establishment of new offices

• Stay abreast of market developments to ensure ability to proactively provide business with valuable market insight

Qualifications

Educat