People Business Partner

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our People Business Partner position. This position is open in our Austin, Kansas City, Milwaukee, Omaha, or St. Louis office locations in a hybrid capacity.

The People Business Partner will serve as a strategic partner to senior leadership, focusing on talent management, workforce planning, and organizational development. This role will also involve collaboration on people projects, data analysis, and continuous improvement initiatives. The ideal candidate will possess strong interpersonal and analytical skills, with the ability to influence and support the business in achieving its objectives. Essential job functions include:

Talent Strategy & Unit Support

• Strategic Collaboration: Partner with senior leadership to develop and implement talent strategies that align with the organization's objectives and unit-specific goals.
• Workforce Planning: Lead initiatives in workforce planning, talent assessments, succession planning, and unit restructuring to ensure the organization has the right talent in place to meet organizational objectives.
• Compensation Support: Collaborate with HR Ops, Finance, and department heads to ensure compensation strategies are aligned with goals and provide input and recommendation on firm guidelines.
• Change Management: Provide coaching and support to managers, partners, and employees (including timekeepers and business professionals) during periods of organizational change, ensuring smooth transitions and alignment with company culture and unit needs.
• People Process Delivery: The service delivery arm to the unit on key people processes. Provide guidance on company policies, procedures, and resources available to support unit/employee needs.  
• Performance Management: Provide essential performance management guidance.
• Employee Engagement: Track and report on unit engagement results, partnering with leadership to develop action plans to address largest areas of need to improve the employment experience.
• Conflict Resolution & Employee Relations: Provide consultative support for employee issues through coaching and mediation best practices.
• Employee Departures: Navigate the successful offboarding of all departers. 

People Team Collaboration & Projects 

• Project Partnership: Collaborate with the people teams on the development and implementation of various people projects and processes, contributing business insights and feedback to influence design and execution. Surface new and creative solutions to solve organizational challenges.
• Cross-functional Collaboration: Work closely with functions, such as talent acquisition, learning and development, and compensation, to ensure alignment and consistency in people initiatives and consistent delivery and execution.

Data Analysis & Reporting

• People Metrics Analysis: Analyze people metrics, including attrition rates and leaver trends, employee engagement scores and key drivers, and performance data, to assess the effectiveness of programs and drive action plans.
• Data-Driven Insights: Utilize data to provide actionable insights and recommendations for continuous improvement in our practices and business operations.
• Reporting: Prepare and present reports to senior leadership, highlighting key findings and suggesting strategic adjustments.

Other Duties as Assigned 

• Versatility: Take on additional responsibilities as needed, which may include participating in special projects, supporting organizational initiatives, or assisting in crisis management.

POSITION-SPECIFIC REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. HR certification (e.g., SHRM-SCP, SPHR, Change Mgmt) is highly desired.
• Minimum of 7-10 years of experience in HR, with a focus on talent management, organizational design/workforce planning, and strategic HR partnering. Experience in a senior HR role is required.
• Strategic Thinking and Complex Problem Solving: Ability to navigate and address multifaceted issues with a strategic lens.
• Business and Financial Acumen: Understanding of business operations and financial principles to align people strategies with business goals.
• Strong Relationship Building and Collaboration: Strong interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.
• Change Management: Skilled in leading and managing change initiatives.
• Communication: Excellent verbal and written communication skills, with the ability to convey complex information clearly.
• Confidentiality: Commitment to maintaining the confidentiality of sensitive information.
• Employee Relations and Conflict Resolution: Proficient in managing employee issues and resolving conflicts effectively.
• Data Literacy and Application to Decision Making: Ability to interpret data and apply insights to strategic decisions.
• Detail Orientation and Multi-Tasking: Strong attention to detail and ability to manage multiple priorities.
• Leadership and Influence: Demonstrated leadership skills with the ability to influence and guide others.
• Accountability and Executional Excellence: A proactive approach to work, with a focus on delivering high-quality results.
• HR Knowledge: Solid understanding of HR best practices and labor laws.
• Adaptability: Ability to thrive in a fast-paced and dynamic environment, managing multiple priorities with a focus on results.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The Firm will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position.  If you need assistance to accommodate a disability, please contact HR.

Please include a cover letter and resume when applying.

EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

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