HR Business Partner - Business Professional

DLA Piper is, at its core, bold, exceptional, collaborative and supportive. Our people are the backbone, heart and soul of our firm. Wherever you are in your professional journey, DLA Piper is a place you can engage in meaningful work and grow your career. Let’s see what we can achieve. Together.• Summary *   The primary responsibility of an HR Business Partner (HRBP) - Business Professional is to support the Strategic HR Advisor – Business Professional in accelerating all “people” elements of their business strategies. At the direction of the Strategic HR Advisor - Business Professional the HRBP will provide consulting and coaching to department leadership, Directors and engage with HR leaders in appropriate centers of excellence (e.g., talent development and talent acquisition) to ensure successful execution and alignment of talent strategies. The department leader with the Strategic HR Advisor will serve as a change agent supporting dynamic solutions for the business professional departments. Key responsibilities include supporting succession planning, analyzing talent needs and leverage models, assisting with the integration of new groups into the firm, analyzing people metrics and data (e.g., attrition, compensation, diversity, engagement) and suggesting strategic talent initiatives for the agendas of department meetings and conferences. The HRBP will partner with the Strategic HR Advisor on setting talent priorities, driving value, and delivering business results. The HRBP will build and maintain a strong people-oriented culture for our clients while continuously improving the employee and partner experience.  LocationThis position can sit in our Boston, Chicago, Reston, Short Hills, Atlanta, Baltimore, Dallas, Houston, Miami, Minneapolis, Philadelphia, Tampa, or Wilmington office and offers a hybrid work schedule.Responsibilities  Vertical and Practice Group Leader Strategic Support• Collaborates with their Strategic HR Advisor - Vertical and Vertical/PGLs to develop and execute strategic people initiatives aligned to the firm’s business priorities.• Partners with the Strategic HR Advisor - Vertical and leaders to assess leverage within the Group and evaluate talent needs given current resource utilization, and any technical skill deficits. Works collaboratively on talent development and other people program needs and defines measures of success for such programs.• Supports and helps identify succession plans for continuation of key positions within the firm. Collaborates with professional development to provide critical development experiences to talent who may move into future leadership roles.• Support the firm’s need for timely, accurate, and seamless strategies driving the execution of workforce actions (RIFs, restructuring).Collaboration with Practice Group Directors (PGDs) HR and Other Support Functions• Supports Vertical’s workforce strategy by partnering and collaborating their Strategic HR Advisor - Vertical and with other key HR teams such as talent acquisition, professional development, compensation, and diversity and inclusion to meet the talent and capability demands of the business while ensuring consistency where necessary across all Verticals and PGs.• With Employee Relations & Compliance Team, implements reward and recognition interventions to increase bottom-line results and employee engagement.• With Recruiting Team, monitors, evaluates, and revises workforce plans to ensure the right people have been recruited, developed and retained to deliver current and future people requirements.• With PGDs and the Strategic HR Advisor - Vertical, measures business and talent outcomes against people investment to understand program efficacy, improvement opportunities, optimal practice group workforce structure, and potential for resource reallocation/restructure.• Partners with PGD and the Strategic HR Advisor - Vertical to look across all employee types, capabilities, and creative thinking to develop adversity-proof plans that allow the business to move at speed, share talent, and team with others.• With HR Leadership, monitors and reports metrics to measure the return on people investments.Quantifies the contributions that HR programs, resources, and services have on the business bottom line. Supports the development of HR initiatives through a business-case first mentality, teaming cross-functionally to assess and measure impact.• With Talent Development and their Strategic HR Advisor -Vertical, defines criteria for critical positions; identifies the critical positions within the Group and evaluates the skills and capabilities required to succeed in the role.• With Talent Development and their Strategic HR Advisor - Vertical, assesses development needs and performs a gaps analysis for identified potential critical position successors to create and implement targeted training programs for them.Analytics• Sources, obtains and analyzes benchmark data for practice groups of similar size, revenue, and industry to assess current talent against current and future demands.• Analyzes internal performance and resource utilization/allocation.• Identifies leading practices and proactively develops workforce data analysis to effectively manage the success of talent initiatives. Results are used in workforce demand and supply assessments.• Conducts external research on leading HR practices and standards to inform the HR strategic and operational priorities of the Vertical.• Identifies, designs, and implements tools for managers to track department or practice group health against overall strategy.Other Duties• Other duties as assigned.Desired Skills   Four plus years' experience as an HR Manager or HR Business Partner. Great written and verbal communication and presentation skills. Ability to influence senior leadership through trust, strong knowledge of assigned groups, and expert guidance. Superb problem-solving skills and ability to transition complex issues into operational plans. Ability to read and interpret dashboards and reports containing complex data. Understanding of HR analytics techniques. Familiarity with data collection methods, both quantitative and qualitative. Ability to set up and track relevant metrics and KPIs and use them to drive business results. Knowledge and/or experience with national and regional labor law, and tax and social security regulations. Good grasp of HRM techniques and excellent people management skills. Excellent mentoring and relationship building skills. Minimum Education   • Bachelor's Degree in Human Resources, Business Administration or related fieldPreferred Education• Master’s DegreeMinimum Years of Experience  • 7 years’ experience in different HR roles with increasing levels of responsibility• Demonstrated experience functioning in a consultative role interacting with senior leadershipEssential Job Expectations   While the specific job requirements of a DLA Piper position may vary depending upon scope of the job and area of specialty, there are certain universal requirements that are expected of all DLA Piper employees, which include but are not limited to:  • Effectively communicate, verbally and in writing, with clients, lawyers, business professionals, and third parties;  • Produce deliverables, answer phone calls, and reply to correspondence in an efficient and responsive manner;  • Provide timely, accurate, and quality work product;  • Successfully meet deadlines, expectations, and perform work duties as required;  • Foster positive work relationships;  • Comply with all firm policies and practices;  • Engage in both physical and sedentary activity, such as (a) working at a computer for extended periods of time, including on-screen reading and typing; (b) participating in digital/virtual conference calls; (c) participating in meetings as needed;  • Perform all other duties, tasks or projects as assigned.    Our employees are expected to embrace and uphold our firm values as a part of our DLA Piper culture. We are committed to excellence in how we represent our clients and develop our people.    Physical Demands   Sedentary work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.    Work Environment   • Hybrid - Regular in-office presence with some flexibility for work-from-homeDisclaimer   The purpose of this job description is to provide a concise statement of the work elements and to organize and present the information in a standardized way. It is not intended to describe all the elements of the work that may be performed by every individual in this classification, nor should it serve as the sole criteria for personnel decisions and actions. The job duties, requirements, and expectations for this position may be modified at the Firm’s discretion at any time. This job description does not change the at-will nature of employment. Reasonable accommodations may be made upon request to permit individuals with a disability to perform the essential functions and responsibilities of the position or to participate in the job selection process.    • Application Process *   Applicants must apply directly online instead of sending application materials via email. If you have a request for an accommodation during the application process or have any questions about the process, please contact careers@us.dlapiper.com. Please add dlapiper@myworkday.com to your list of safe senders.    Accommodation   Reasonable accommodations may be made upon request to permit individuals with a disability to perform the essential functions and responsibilities of the position or to participate in the job selection process. If you have a request for an accommodation during the application process, please contact careers@us.dlapiper.com .    Agency applications will not be considered.     No immigration sponsorship is available for this position.  #LI-FG1DLA Piper is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Job applicant poster viewing center (https://mandatoryview.com/?LicenceId=09b17fa3-b781-4022-bfdd-ec61a570463c&ProductType=OnlineApplicant) .DLA Piper is, at its core, bold, exceptional, collaborative and supportiveOur people are the backbone, heart and soul of our firm. Wherever you are in your professional journey, DLA Piper is a place you can engage in meaningful work and grow your career. Let’s see what we can achieve. Together.Get to Know UsWe invite you to learn more about us. Please visit the following pages for more information about DLA Piper.Laterals (http://www.dlapiper.com/en-us/careers/laterals)Lateral PartnersLaw Students (http://www.dlapiper.com/en-us/careers/law-students)Business ProfessionalsRecruitment Agencies:Per the terms of our agreement, all candidates must be submitted through the firm’s agency portal for consideration. If you have an agreement with the firm, please log in to the agency portal via the following link (https://www.myworkday.com/wday/authgwy/dlapiper/login.htmld?redirect=n) to review positions accepting agency submissions.Lawyer Positions Only: If you do not have an agreement with us and would like us to consider candidates, please send a blind candidate profile to legalrecruiting-bos@dlapiper.com