ARE YOU READY TO MAKE AN IMPACT?

West Monroe is seeking a Talent Business Partner for our Talent Management team to provide leadership, business partnership, and deliver best-in-class solutions.
In this role, you will be responsible for delivering talent business services to a multiple sub-practices within West Monroe’s largest and broadest practice, contributing to the achievement of desired strategic and operational talent results in a consistent and equitable manner. You will execute strategic human capital plans that support the needs and priorities of the business and drive proactive, strategic, forward-thinking solutions to employee and organizational issues.

• Engage as a trusted talent advisor to the Sub-practice Leader and Sub-practice Leadership Team, ensuring business/talent priorities and challenges are understood and being met globally through appropriate People Team resources and channels.
• Lead annual talent planning for the Sub-practice Leadership Team, identifying practice-specific priorities and needs, recommendations, and action planning.
• Engage with Leaders to enhance leadership effectiveness; collaborates to identify and meet leadership training, development and executive coaching needs.
• Lead talent fulfillment and retention strategy for the practice, analyzes data trends and plans and conducts stay interviews, listening sessions, and focus groups, communicating findings, impacts, and recommendations.
• Manage sensitive or complex employment needs and issues and identifies, reports, and engages on mitigating business/talent issues and risks.
• Execute performance management for the assigned groups, guides leadership matriculation for the practice, advising on leader pipeline planning and promotion readiness; identifies the practice’s performance management execution strengths and challenges; provides process improvement recommendations to the Performance Management COE.
• Collaborate on annual DEI strategy planning and execution, inclusive leadership practices and KPEs, and action planning.
• Support the annual total rewards planning cycle.
• Promote the firm’s career equity process; coaches employees and Career Advisors on career equity best practices; educates them about career models and pathway options.