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.  

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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 Human Resources Business Partner (HRBP) acts as a strategic partner to Service Line, Region and ESO Leaders, aligning business objectives with people strategies across the organization.

The HRBP will support their assigned functional unit, and provides expert guidance on workforce planning, leadership coaching and consulting, talent development, performance management, organizational design, and change management.

Key Responsibilities

• Strategic HR Partnership: Collaborate with business leaders to understand organizational goals and develop HR strategies that support business objectives.
• Talent Management: Support succession planning, talent reviews and leadership development.
• Performance Management: Facilitate and support the performance management and compensation review process; serving as a coach and advisor to managers and leaders.
• Organizational Development: Support organizational change initiatives, workforce planning, and employee engagement programs to foster a positive workplace culture.
• Data Analysis and Reporting: Analyze HR metrics (e.g., turnover, engagement, absenteeism) to identify trends and recommend data-driven solutions.
• Learning and Development: Support training and development initiatives to enhance employee skills and leadership capabilities.
• Diversity, Equity, and Inclusion (DEI): Promote DEI initiatives and foster an inclusive work environment.

Required Knowledge, Skills, and Experience

• Bachelor’s degree in Human Resources, Business Administration or a related field required
• HR certification (e.g., SHRM‑CP, PHR) preferred.
• 5 years minimum of progressive HR experience, preferably in a business partner or generalist role supporting a diverse workforce.
• HR Expertise: In-depth knowledge of employment law, HR policies and best practices, employee relations, talent management, and organizational development.
• Business Acumen: Ability to understand business operations and align HR strategies with organizational objectives.
• Communication Skills: Excellent verbal and written communication skills; ability to influence and build relationships at all levels of the organization.
• Problem-Solving: Strong analytical and problem-solving skills with a proactive approach to resolving issues.
• Confidentiality: High degree of professionalism and discretion in handling sensitive information.
• Change Management: Experience supporting and driving organizational change, with the ability to adapt in a fast-paced environment.
• Technology: Proficiency in HRIS systems, Microsoft Office Suite, and data analytics tools.