Senior Business Partner, People Strategy

Skadden, Arps, Slate, Meagher, & Flom LLP • New York, NY • 2h ago

We invite you to review our current business services professionals openings to learn about the opportunities available across the firm. About UsSkadden, Arps, Slate, Meagher & Flom LLP has forged a reputation as one of the most prestigious law firms in the world. Relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients' legal issues. We are known for handling the most complex transactions, litigation/controversy issues, and regulatory matters, as well as for the strong partnerships we build with clients and each other. Our attorneys, who reflect a broad range of experiences and perspectives, work together seamlessly across 50-plus practices and 21 offices in the world's major financial centers. The OpportunityWe are seeking a Senior Business Partner to join our People Strategy team. This position will be based in our New York City office and will have a hybrid schedule consisting of 3 days in office per week. The Senior Business Partner serves as a strategic advisor and partner to business services departments, aligning HR best practices and processes with Firm goals and objectives. Plays a pivotal role in bridging the gap between the People Teams and business services departments, ensuring that HR initiatives are seamlessly integrated into the Firm's overall strategy. This role requires a proactive, consultative approach to deliver value-added services that drive organizational success. Collaborates closely with People Team's centers of excellence, including People Development, Talent Acquisition, and People Operations, to support the Firm's talent strategy and business objectives. Collaborates with senior management to develop and implement HR strategies that align with department and Firm goals. Serves as a trusted advisor to leadership, providing guidance on workforce planning, organizational design, and talent strategies. Proactively engages with senior management to identify opportunities for HR to drive business outcomes. Maintains in-depth knowledge of employment laws and regulations to ensure compliance and mitigate legal risks. Partners with PSBP Manager, the Employee Relations team, Labor and Employment practice, and the Office of General Counsel to address complex employee matters. Provides guidance on sensitive issues such as investigations, disciplinary actions, and terminations. Collaborates with the Talent Acquisition team to attract, hire, and onboard top talent. Develops and implements integration and retention strategies to ensure the organization retains high-performing employees. Oversees the performance management process to ensure compliance and alignment with organizational goals and employee development. Provides coaching and guidance to managers on performance feedback, career development, goal setting, and managing underperformance. Identifies learning and development needs and collaborates with the People Development team to design and deliver impactful programs. Evaluates the effectiveness of training programs and recommends improvements. Leads and supports organizational change initiatives, providing expertise in change management processes. Partners with leadership to drive cultural transformation and improve employee engagement. Advises on organizational design and restructuring efforts to optimize efficiency and effectiveness. Utilizes HR metrics, analytics, and reporting to inform decision-making and improve processes. Provides data-driven insights to leadership on workforce trends, turnover, and engagement. Manages resources, timelines, and communication to ensure successful project delivery. Stays informed of industry trends, best practices, and emerging technologies in HR. Recommends and implements innovative approaches to enhance HR effectiveness and employee experience. * Regular and reliable ph

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