Human Resources Business Partner

ABOUT NAV

Building Opportunities. Building People.

NAV Fund Services is a global fund administrator established in 1991, serving over 2,550+ clients across five continents. With a team of 3,300+ professionals and an industry-leading 99% client retention rate, NAV has built a reputation for consistency, innovation, and long-term partnerships. As part of NAV Fund Services Group, we leverage cutting-edge technology and a performance-driven culture to deliver exceptional value to our clients in hedge funds, private equity, venture capital, and other alternative investment sectors.

KEY RESPONSIBILITIES

• Strategic Alignment: Collaborate with senior leadership to understand business challenges and align HR strategies and initiatives with overall business objectives to drive organizational success.
• Talent Management & Workforce Planning: Develop and implement talent acquisition, retention, and succession planning strategies. Identify critical talent gaps and work to ensure the organization has the right people in the right roles for future needs.
• Organizational Effectiveness & Change Management: Support organizational change initiatives, including restructuring, M&A activity, and culture transformation, to help employees adapt to new processes and technologies and minimize disruption.
• Performance Management & Employee Development: Assist managers on performance management processes, leadership development, conflict resolution, and career development conversations.
• Data-Driven Decision Making: Utilize HR analytics (e.g., turnover rates, engagement scores, productivity metrics) to identify trends, diagnose people priorities, and make data-driven recommendations for improving HR strategies and processes.
• Employee Relations & Compliance: Resolve complex employee relations issues, address grievances, and provide HR policy guidance to ensure compliance with labor laws and regulations, mitigating risk to the organization.
• Compensation & Benefits: Oversee and advise on compensation and benefits programs to ensure they are competitive, fair, and aligned with organizational objectives.
• Culture & Engagement: Foster a positive workplace culture that promotes diversity, equity, and inclusion (DEI), enhances staff morale, and increases productivity and retention.

Good to have skills:

• Business Acumen: A deep understanding of business functions, industry trends, and how HR initiatives impact the bottom line.
• Communication & Interpersonal Skills: Excellent communication, negotiation, and interpersonal skills to build strong relationships and collaborate effectively across all levels of the organization.
• Analytical Skills: Strong analytical and problem-solving abilities, with demonstrable experience using HR metrics to inform decisions.
• Leadership & Influence: Strong leadership skills with the ability to influence decision-makers and drive change.
• Knowledge: Thorough knowledge of labor legislation, HR principles, practices, and employment laws

QUALIFICATION

Bachelor's degree in Human Resources Management, Business Administration, or a related field (Master's degree and/or professional certifications like SHRM-SCP or SPHR are often preferred).

EXPERIENCE

Proven work experience (typically 4+ years) as an HR Business Partner or in a similar strategic HR role.