Over the last 20 years, Ares’ success has been driven by our people and our culture. Today, our team is guided by our core values – Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy – and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.
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 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, employee experience and talent acquisition processes 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 HRBP will provide exceptional advisory services to management and employees on a range of human resources issues while taking into account 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; partnering with the Talent Acquisition team on searches from a recruitment standpoint; playing a leading role in diversity and learning and development initiatives.
Reporting relationships
Reports to: CHRO

Primary functions and essential responsibilities

• Act as first point of contact for managers and employees on day-to-day HR matters (leavers, joiners, employee relations matters, employee inquiries, policy interpretation, etc.)
• Coach and advise leaders on management and organizational issues, including:
• Their overall talent strategy, incorporating organizational design, structure, and succession planning
• Opportunities to strengthen the employee experience, build morale and increase productivity and retention
• Headcount planning & budgeting, both annually and on an ongoing basis
• Providing feedback to employees, career development, managing underperformers, disciplinary actions, and separations
• Facilitate the execution of key annual processes including performance management, promotion, compensation and headcount planning and budgeting
• Manage and resolve complex employee relations issues; conduct effective, thorough, and objective investigations
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees; partner with the legal department on complex matters
• Facilitate voluntary and involuntary separations and conduct exit interviews
• Partners with HR functional teams to execute business priorities and drive results, including:
• Talent Acquisition to assess candidates and slates, manage open positions, and provide valuable input into hiring decisions and compensation terms, as appropriate
• Reward in support of the annual compensation process and benchmarking activities
• Diversity, Equity & Inclusion to work on high-impact engagement initiatives in support of our diversity and inclusion priorities
• Talent Development to improve the employee experience by focusing on their growth and development
• HR Operations team to leverage metrics and data to influence and develop customized solutions
• Lead projects involving policy/program development and be involved in strategic HR efforts including acquisitions and the establishment of new offices
• Stay abreast of market developments to ensure ability to proactively provide business with valuable market insight

Qualifications

Education:

• Bachelor’s degree required
• Master’s degree preferred

Experience Required:

• 10+ years of experience in Human Resources and at least 5 years in an HR Business Partner or other client-facing role
• Prior alternate asset management/financial services, Private Equity and/or Investment Banking experience required
• Must possess strong Microsoft office skills, especially Excel and PowerPoint; experience with Workday is a plus

General Requirements:

• Ability to operate effectively across the full range of HR disciplines and be able to work with managers and colleagues at all levels across the business
• Have a strong bias for action, tireless work ethic, and thrive in a fast-paced, high volume environment
• Take a hands-on approach, with the ability to stay organized while managing multiple priorities and competing demands
• Have exceptional client relationship skills; must be able to quickly establish credibility with the business and influence outcomes
• Strong data management and operational excellence skill sets; ability to apply judgment to data to support decisions and recommend practical steps
• Strong experience in talent acquisition, ideally coupled with broad HR knowledge
• Strong knowledge of recruitment market practices; able to consistently and proactively identify and attract passive candidates by utilizing advanced recruiting techniques
• Possess a global mindset and demonstrated experience operating internationally across large, highly matrixed organizations
• Demonstrate the highest levels of judgment and integrity
• Be comfortable in dealing with ambiguity and uncertainty in a dynamic and fast-paced environment
• Have high accuracy and detail orientation
• Expertise in organizational design and workforce transformation.
• Experience supporting mergers, acquisitions, and integrations, including due diligence and change management.
• Strong data analysis and interpretation skills to drive evidence-based HR strategies.
• Demonstrate excellent communication skills, both written and verbal
• Maintain professionalism and composure in high-pressure situations
• Dependable, great attitude, highly motivated and a team player
• Ability to handle confidential information appropriately

Reporting Relationships
Global Head of Human Resources
Compensation
The anticipated base salary range for this position is listed below. Total compensation may also include a discretionary performance-based bonus. Note, the range takes into account a broad spectrum of qualifications, including, but not limited to, years of relevant work experience, education, and other relevant qualifications specific to the role.
$200,000-$250,000
The firm also offers robust Benefits offerings. Ares U.S. Core Benefits include Comprehensive Medical/Rx, Dental and Vision plans; 401(k) program with company match; Flexible Savings Accounts (FSA); Healthcare Savings Accounts (HSA) with company contribution; Basic and Voluntary Life Insurance; Long-Term Disability (LTD) and Short-Term Disability (STD) insurance; Employee Assistance Program (EAP), and Commuter Benefits plan for parking and transit.
Ares offers a number of additional benefits including access to a world-class medical advisory team, a mental health app that includes coaching, therapy and psychiatry, a mindfulness and wellbeing app, financial wellness benefit that includes access to a financial advisor, new parent leave, reproductive and adoption assistance, emergency backup care, matching gift program, education sponsorship program, and much more.
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

• Act as first point of contact for managers and employees on day-to-day HR matters (leavers, joiners, employee relations matters, employee inquiries, policy interpretation, etc.)
• Coach and advise leaders on management and organizational issues, including:
• Their overall talent strategy, incorporating organizational design, structure, and succession planning
• Opportunities to strengthen the employee experience, build morale and increase productivity and retention
• Headcount planning & budgeting, both annually and on an ongoing basis
• Providing feedback to employees, career development, managing underperformers, disciplinary actions, and separations
• Facilitate the execution of key annual processes including performance management, promotion, compensation and headcount planning and budgeting
• Manage and resolve complex employee relations issues; conduct effective, thorough, and objective investigations
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees; partner with the legal department on complex matters
• Facilitate voluntary and involuntary separations and conduct exit interviews
• Partners with HR functional teams to execute business priorities and drive results, including:
• Talent Acquisition to assess candidates and slates, manage open positions, and provide valuable input into hiring decisions and compensation terms, as appropriate
• Reward in support of the annual compensation process and benchmarking activities
• Diversity, Equity & Inclusion to work on high-impact engagement initiatives in support of our diversity and inclusion priorities
• Talent Development to improve the employee experience by focusing on their growth and development
• HR Operations team to leverage metrics and data to influence and develop customized solutions
• Lead projects involving policy/program development and be involved in strategic HR efforts including acquisitions and the establishment of new offices
• Stay abreast of market developments to ensure ability to proactively provide business with valuable market insigh