Job Description
Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team. HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team and Firm performance. They serve as a positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar and employee experience within their assigned groups and across the Firm. Ares is a fast‑paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.
The Senior HRBP will be expected to partner with leadership to build out and scale this growing business. As well, the individual will provide exceptional advisory services to management and employees on a range of human resources issues while considering internal policy, best practices, relevant legislative frameworks, culture and desired commercial outcomes. Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits; facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; play a leading role in diversity and learning and development initiatives.
Reporting Relationships
Reports to: Head of EMEA HR
Primary Functions And Essential Responsibilities
- Manage and mentor a team of two HR Business Partners; partner closely with the EMEA Business Operations Senior HR Business Partner; and serve as a leader within the broader EMEA HR and global HR Business Partner teams.
- Partner with business leaders on talent strategy, organizational design, succession planning, headcount forecasting, and performance management.
- Identify cross-investment group themes and proactively drive opportunities for improved efficiency, effectiveness, and best practice adoption across the EMEA region.
- Thoughtfully challenges the status quo, identifying opportunities to increase efficiency and build scalable people solutions that support long‑term growth.
- Serve as the senior HR point of contact for managers and employees, advising on employee relations, policy interpretation, onboarding/offboarding, and day‑to‑day HR matters.
- Lead key annual processes including performance reviews, promotions, compensation planning, and workforce planning.
- Manage complex employee relations matters in partnership with the EMEA Employee Relations Lead and Legal as appropriate.
- Oversee voluntary and involuntary separations, ensuring compliance and consistency.
- Lead HR projects involving policy and program development, and support strategic initiatives including acquisitions, integrations, and new office launches.
- Leverage market intelligence and workforce data to provide proactive, business‑relevant insights to leadership.
- Partner with HR Centers of Excellence (Talent Acquisition, Reward, HR Operations, DEI) to deliver integrated, high‑impact HR solutions.
- Talent Acquisition (Lateral and Campus): Partner on workforce planning, slate review, and offer structuring to help ensure high‑quality hiring outcomes.
- Total Reward: Support annual compensation planning and benchmarking processes, ensuring alignment with regional regulatory, governance, and compliance requirements.
- HR Operations: Collaborate to ensure data accuracy, process efficiency, and seamless execution across employee lifecycle activities, including reporting, payroll coordination, and HRIS optimization.
- Workforce Planning & Analytics: Partner with WP&A, Comp BPs, and business leaders to develop and execute data‑driven workforce plans aligned to commercial objectives, growth priorities, and regional market dynamics.
- Diversity, Equity & Inclusion: Drive engagement initiatives and advance regional diversity and inclusion priorities.
Qualifications
Education: Bachelor’s degree required.
Experience Required
- 15+ years of progressive HR experience, including 8+ years in an HR Business Partner or senior client‑facing role.
- Experience within financial services required.
- Proven ability to partner effectively with senior leaders in high‑performance, growth‑oriented organizations.
- Advanced proficiency in reporting and analytics, Microsoft Office (particularly Excel and PowerPoint); experience with Workday or comparable HRIS platforms preferred.
- Experience leading organizational change, workforce planning, and/or integration initiatives in a complex environment.
General Requirements
- Demonstrate a strong bias for action, exceptional work ethic, and the ability to thrive in a fast‑paced, high‑volume environment.
- Operate effectively across the full spectrum of HR disciplines, partnering seamlessly with stakeholders at all levels of the organization.
- Demonstrate exceptional relationship management skills, establish credibility and influence business leaders to drive aligned outcomes.
- Adopt a hands‑on, execution‑oriented approach while maintaining strong organizational discipline and the ability to manage multiple, competing priorities.
- Exercise sound judgment and operate with a high degree of autonomy and discretion.
- Exhibit the highest standards of integrity, professionalism, and ethical decision‑making.
- Navigate ambiguity with confidence, demonstrating resilience and adaptability in a dynamic, fast‑paced environment.
- Maintain exceptional attention to detail and accuracy in all aspects of work.
- Brought deep expertise in organizational design, workforce planning, and transformation initiatives.
- Experience supporting mergers, acquisitions, and integrations, including due diligence, workforce planning, and change management.
- Leverage strong analytical capabilities to interpret data and drive evidence‑based HR strategies and recommendations.
- Communicate with clarity and impact, both verbally and in writing, across diverse stakeholder groups.
- Maintain composure and professionalism in high‑pressure or sensitive situations.
- Demonstrate reliability, strong personal accountability, and a collaborative, team‑oriented mindset.
- Handle confidential and sensitive information with the utmost discretion and care.
There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.
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