Key Facts

Remote From:

Full time

Expert & Leadership (>10 years)

English

Hard Skills

Executive Coaching Organizational Architecture Succession Planning Change Management HR Data Warehouse Workforce Planning Performance Management Budget Management Leadership Analysis Operations Architecture +10 more

Other Skills

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Leadership Development
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Program Management
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Communication
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Teamwork
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Strategic Thinking
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Problem Solving

Roles & Responsibilities

Experience partnering with senior leaders to diagnose root causes and shape cross-firm HR initiatives
Strong strategic problem-solving, influence, and program delivery with a focus away from day-to-day HR execution
Proficiency in executive/leadership coaching, leadership assessments (including 9-box), and leadership development programs
Experience with HR metrics, workforce planning, budgeting, and collaboration with regional teams and recruiting leaders

Requirements:

Lead strategic people initiatives including succession planning, org design, change management, executive coaching, leadership assessments, 9-box for ICs, compensation calibration, and leadership development sessions
Manage communications to connect the firm with CretePA’s company-wide initiatives and facilitate cross-firm alignment
Oversee complex employee relations, HR metrics reviews, and data-driven action planning
Drive workforce planning and budgeting in partnership with regional teams and recruiting leaders; support RVPs and regional leadership in all people-related initiatives and integrations

Job description

Title: Director, HRBP

Scope: Human Capital guidance from HQ on high-visibility and strategic initiatives.

Key Responsibilities:

Strategic people initiatives (examples: succession planning, org design, change management support, executive/leadership coaching, leadership assessments, 9-box assessments for ICs, compensation & performance calibrations, facilitation team-building sessions or leadership development sessions, etc.)
Communications → connecting firm to CretePA’s company-wide initiatives
Employee relations, when it gets complex
HR Metrics reviews and action plans related to data
Workforce planning & budgeting, in partnership with regional teams and recruiting leaders
Supporting RVPs and regional leadership teams in all people-related initiatives
Integrations & tuck-in support

Target Profile:

This role is designed to drive higher-leverage outcomes (operating model, leadership capability, and change) rather than run day-to-day HR execution. This role should be comfortable working with senior leaders, diagnosing root causes, and shaping cross-firm initiatives. Focused less on transactional support and more on strategic problem-solving, influence, and program delivery.

Base Compensation: $140-171k

Reporting relationship: COO/CEO/Managing Partner of firm. Dotted line into Sr. Director, Human Capital Strategy at CretePA.

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