Manager, Human Resources

Job Summary

At EisnerAmper, we look for individuals who welcome new ideas, encourage innovation, and are eager to make an impact. Whether you re starting out in your career or taking your next step as a seasoned professional, the EisnerAmper experience is one-of-a-kind. You can design a career you ll love from top to bottom - we give you the tools you need to succeed and the autonomy to reach your goals.

EisnerAmper is seeking a HR Business Partner (HRBP) who will act as a strategic advisor and trusted partner to business leaders, aligning people strategy with business objectives. The role is responsible for managing an entire employee lifecycle from onboarding to exit.

Key activities involve conducting employee connects, managing MIS and holding HR dashboard reviews, formulating retention strategy, employee engagement initiatives and creating a positive employee experience while ensuring robust HR governance and proactive approach.

Responsibilities

Business & HR Strategy Alignment

• Partner with leadership teams to understand business goals and translate them into effective HR strategies and people initiatives.
• Use people analytics and employee insights to support business decisions and improve organizational effectiveness.

New Joiner Assimilation & Onboarding

• Own and continuously improve end-to-end new joiner assimilation programs.
• Partner with managers to ensure smooth onboarding, role clarity, and early engagement.
• Track and improve new hire experience, productivity ramp-up, and early attrition metrics.

Understanding Employee Pulse

• Proactively connect with employees and regularly assess organizational pulse through surveys, feedback forums, and informal conversations.
• Identify emerging concerns early and partner with leadership to address them proactively.
• Ensure consistent communication between management and employees.

Employee Relations & Grievance Management

• Act as the primary point of contact for employee concerns, grievances, and workplace issues.
• Manage grievance processes with fairness, confidentiality, and compliance inline with company policies and labor laws.
• Facilitate effective conflict resolution and promote a culture of trust, transparency, and respect.

Manager Coaching & Capability Building

• Coach people managers on performance management, employee engagement, difficult conversations, and leadership effectiveness.
• Support managers in handling complex employee situations with empathy and consistency.
• Drive adoption of HR frameworks, policies, and best practices across the business.

Attrition Management & Retention

• Partner with leaders to analyze attrition trends, identify root causes, and build targeted action plans.
• Conduct stay interviews and exit analysis to strengthen retention strategies.
• Design and implement initiatives to improve employee commitment, morale, and career growth.

Employee Engagement Activities

• Plan and execute engagement initiatives in collaboration with business leaders and central HR teams.
• Promote inclusion, collaboration, recognition, and well-being initiatives.
• Measure engagement outcomes and recommend interventions based on voice survey feedback and pulse data.

Key Stakeholders

• Business Leaders & Line Managers
• Employees across levels
• Central HR & Admin teams (Talent Acquisition, L&D, HR Operations)

Qualifications

• Postgraduate qualification in Human Resources or a related field
• 7-9 years of progressive HR experience, with significant experience in an HR Business Partner role
• Hands-on experience in employee relations, analytics, and working closely with senior leaders

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.