Talent Business Advisor Director

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally. There’s no one like you and that’s why there’s nowhere like RSM.

The Human Resources Director will contribute to the planning and execution of a comprehensive Human Resources strategy within the line(s) of business (LOB) in a RSM office or region. The Director will work closely with the business leaders and may serve on leadership teams and represent the talent function. The Director will support a variety of talent management, employee engagement, employee relations, retention, and reward initiatives. Direct reports may include members of the Human Resources team within the line of business. 

Essential Duties:

Project Management

• Responsibilities for core HR processes including but not limited to performance management, talent management, talent acquisition, learning and professional development, and employee/partner engagement.
• Overall accountability for execution of project. Including scope, budget, and timeline.
• Prioritizes work and sets deadlines for others.
• Reviews analysis and synthesizes project based on perceptions and insight on impact across the firm and region.
• Presents results of projects to leadership
• Leads continuous improvement of projects/processes.

Talent Management

• Independently coaches leaders for positions up to and including partner/principal.
• Creates career plans for growth, industry experience, leadership opportunities, etc.
• Partners with LOB leaders to develop workforce plans
• Partners with local and national LOB leaders to identify and development talent management strategies, identify gaps that inform other key functional areas such as compensation, recruitment and plans to support business initiatives ensuring alignment to national strategy.

Performance Management/Salary Administration

• Directs talent review meetings (TRM) including final bell curve calibration, director/partner promotions, and succession planning.
• Educates and advises regional leadership on compensation objectives, market data and positioning, bonus program and applicable regulations in alignment with firm strategy.

Local Training Delivery

• Creates custom presentations
• Suggests, reviews, and approves training that impact region that align with firm strategy and Objectives

Talent Acquisition

• May be responsible for season outcome analysis and recommendations.

Mentoring/Career Advisor Responsibilities

• Serves as a performance advisor and provides effective leadership to employees and/or teams through: Communicating performance expectations & providing feedback on performance, recognition, coaching, creating career growth opportunities and employee development plans.
• May informally mentor other HR team members
• Other duties as assigned

EXPERIENCE

• 8–10 years of progressive HR Management and leadership experience required.
• Previous professional services experience preferred

LEADERSHIP SKILLS

• Demonstrated competency in business, human resource management, recruiting and change management required
• Ability to prioritize work and set deadlines for self and others required
• Ability to supervise, direct, and review the results of projects or assignments required
• Ability to attract, lead, motivate, and retain a team required
• Ability to support, affect, and implement change required
• Ability to impact and influence a diverse population required
• Ability to diffuse hostile situations and manage conflict appropriately required
• Previous project or team management experience preferred
• Sets highest personal standard for driving quality in all areas of HR services required
• Operate consistently in a manner that supports the “One RSM” culture and values required
• Ability to drive collaboration and communication between teams required

At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients. Learn more about our total rewards at https://rsmus.com/careers/working-at-rsm/benefits.

All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. 

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at 800-274-3978 or send us an email at [email protected].

RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate.

RSM will consider for employment qualified applicants with arrest or conviction records in accordance with the requirements of applicable law, including but not limited to, the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance. For additional information regarding RSM’s background check process, including information about job duties that necessitate the use of one or more types of background checks, click here.

At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.