HR Strat Lead, Commercial

Huron Consulting Services•Chicago, IL

12d

About The Position

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future. As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results. Join our team and create your future. As a key member of the Commercial Industry leadership team, the Commercial HR Strategy Leader partners with leadership to create and execute the People strategy in support of the overall organizational strategy. Leading from a people and talent perspective, this role develops a broad understanding of the Commercial industries, including business operations, resource management, professional development, and leadership development to provide strategic insight and advisory support to the Commercial leadership team. The Commercial HR Strategy Leader serves as a trusted advisor to the leadership team and serves as a conduit between the broader firm of Huron and the Commercial industry. They will be responsible for the successful development and execution of HR strategies, processes, and programs for a highly diverse and global workforce. Additionally, they will have primary responsibility for the development and execution of programs and processes that enhance the engagement and retention of employees across a global practice. This role operates within a highly matrixed organizational environment, where the Commercial industry intersects with multiple Huron capability teams, including but not limited to Digital, Strategy, and Advisory. The Commercial HR Strategy Leader must effectively navigate these intersections, working collaboratively across leadership teams and HR peers to align talent strategies, balance shared priorities, and influence outcomes in an environment where decision-making authority and accountability may be fluid.

Requirements

10+ Years of global HR experience, with extensive business partner experience.
Experience working within the consulting services environment is desired
Prior experience leading change efforts within a fast-paced, geographically dispersed business unit, with rapidly shifting skills/capabilities
Merger and acquisition experience
Role is based in United States
Travel Requirement up to 50%

Responsibilities

Create and drive all Commercial people strategy in alignment with and support of the overall business plan of the Commercial industries as well as the broader organizational strategy
Provide insight, perspective and guidance to the leadership team on critical talent issues and serve as the trusted partner to the leadership team in setting the talent agenda and moving it forward.
Operate effectively within a matrixed organizational model, partnering with Commercial leadership and multiple intersecting capability teams (e.g., Digital, Strategy, Advisory) to align people strategies with shared business objectives.
Collaborate closely with other HR Strategy Leaders and HR Centers of Excellence to ensure consistency, integration, and alignment of talent strategies across intersecting industries and capabilities.
Navigate organizational complexity where priorities, ownership, and decision-making authority may shift across industries and capabilities, requiring strong influence, judgment, and relationship management skills.
Serve as a connector and integrator across Commercial and capability leadership teams, helping leaders understand interdependencies, manage trade-offs, and drive decisions that support both industry and firm-wide objectives.
Demonstrate agility and comfort operating in environments where solutions are co-created, governance is shared, and outcomes require alignment across multiple stakeholders.
Drive organization development, team effectiveness and employee engagement solutions that improve business performance.
Develop reporting and provide data analysis that helps to solve complex business problems .
Collaborate and consult on the design and delivery of HR programs with the Huron COEs to deliver effective solutions to the business; put HR strategies into action.
Acquire and maintain in-depth knowledge of the Commercial industries and assist in creation of the business plan and model including, but not limited to the workforce plan, budget and development of solutions that improve the health and performance of the business.
Act as the advocate for and lead the talent management and development plans for the industry with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and improving succession bench strength.
Partner with Talent Acquisition to ensure a pro-active workforce plan and recruiting strategy is in place and well-executed.
Drive execution of annual HR processes/programs within the practice: Performance management, talent assessment and reviews, individual development planning, and merit and promotion cycle.
Provide guidance and oversight to leaders on performance management and performance conversations, serving as an advisor in the process.
Serving as a counsel to consultants in Resource Management, balancing individual development needs and the client and business needs.
Ensure that training and development plans and strategies are aligned with the overall business goals and objectives and reflect both professional skill development goals as well as community and culture-building objectives .
Provide counsel on broader Huron and Commercial Diversity, Equity and Inclusion efforts, including ensuring programs and broader talent priorities and strategy support the DEI priorities