Overview

Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.

Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.

Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.

Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.

Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.

Job Description:

The Director, Business Partners & Strategy plays a crucial role in aligning the Firm’s talent strategy with the overall business objectives by leading a team of HRBPs and delivering strategic, cross-functional enterprise- wide projects.

This position requires a proven ability to lead complex organizational initiatives, influence stakeholders, use problem-solving techniques to remove barriers and resolve conflict, serve as a subject matter expert for talent related activities, and build effective teams.

Primary Responsibilities

Team Leadership

• Lead a team of HR business partners providing strategic and operational guidance, coaching, and support.

• Identify skill gaps and develop plans to upskill and enhance the capabilities of business partners, ensuring they have the necessary expertise to meet evolving business needs.

• Enhance the organizational acumen of the HR business partners by promoting a deep understanding of firm strategy, goals, and competitive landscape.

Enable the Workforce Plan

• Develop and lead talent strategies centrally, ensuring consistent capabilities across service lines, geographies, and industries.

• Operationalize the strategic workforce plan by influencing and securing buy-in for initiatives, analyzing capabilities, and developing implementation plans.

• Serve as a point of contact for senior leaders, understanding their unique and complex businesses, sharing best practices across the organization and meeting their needs as stakeholders.

• Utilize data proactively in decision making; regularly share trends and insights with the team and leadership.

Lead Strategic Projects

• Drive key initiatives forward by providing project leadership; ensure in-scope and on-time delivery by directing, facilitating, influencing project-related activities, resources and outcomes.

• Build strong, high-performing project teams ensuring effective communication, collaboration and completion of individual tasks as well as the overall successful delivery of the project objectives.

• Work collaboratively with the People Solutions leadership team, internal leaders and COEs to deliver exceptional client service, engaging the right teams for each project and initiative.

• Ensure change management activities are integrated into project plans.

Change Management

• Act as a champion and agent for change by educating on the strategic vision and ensuring it is understood, adopted and implemented.

• Design, develop, and manage communications related to change initiatives.

• Manage resistance by identifying, analyzing, and preparing risk mitigation tactics to address concerns and hesitancy from team members and stakeholders.

• Coach and support leaders, helping them fulfill their roles as change sponsors.

• Integrate change management strategies into daily operations.

Continuous Improvement & Scalability

• Design and implement scalable solutions that support the evolution and growth of the firm and can be deployed and integrated seamlessly across the organization.

• Identify opportunities for improvement and implement process improvements.

• Maintain in-depth knowledge of legal requirements related management of team members and principals, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.

• Actively lead and support a culture of equity and inclusion.

Qualifications & Experience

• Bachelor’s degree in business, human resources or related field or an equivalent combination of education and experience.

• Ten (10) years of experience in human resources leadership, within a fast-paced, highly competitive, and dynamic environment, professional services highly preferred.

• Demonstrated ability to upskill and raise the capabilities of HR business partners.

• Experience leading or managing high priority, enterprise-wide projects.

• Demonstrated success collaborating, impacting and influencing across multiple functional and service lines areas.

• Must have a proven track record of creating scalable, effective workforce and people leadership solutions.

• Requires professional demeanor with strong self-confidence and executive presence.

• Success building deep working relationships with C-level executives and senior leaders.

• Excellent analytical, problem solving, and critical thinking skills