Cohen & Co
People & Culture/HR Business Partner - Assurance
Cohen & Co, Chicago, Illinois, United States, 60290
Overview
The People & Culture/HR Business Partner – Assurance role at Cohen & Co serves as the connective tissue between service lines and the broader People & Culture organization. You will align people strategies with firm priorities, ensure talent, structure, and leadership decisions directly support growth, and collaborate with cross‑functional teams to drive operational excellence. Key Responsibilities
Build talent strategies to identify emerging leaders, address skill gaps, and create a ready succession bench. Guide performance and development conversations that elevate standards, strengthen accountability, and advance growth. Partner with the Talent Development team to align learning priorities with business capability needs. Equip future leaders through targeted coaching, exposure, and career planning. Translate engagement and stay‑interview insights into targeted actions that strengthen connection, performance, and retention. Lead integration of new hires, lateral partners, and M&A teams to align expectations and reinforce culture. Oversee onboarding and integration across U.S. and global operations to create one connected employee experience. Help teams navigate organizational shifts, process redesigns, and technology adoption, including Workday. Partner with Deployment Specialists to clarify roles, rebalance work, and minimize disruption. Partner with service lines and Deployment leaders to align capacity, client demand, and staffing priorities. Anticipate workforce needs to ensure work is allocated equitably and talent is deployed where it drives the most leverage. Provide leaders with workforce insights that sharpen planning and strengthen decision quality. Ensure clarity around goals, expectations, and success measures. Develop managerial capability to provide timely, actionable feedback and coach for performance. Drive consistency and follow‑through in review and development cycles. Use performance data to identify strengths, risks, and targeted interventions. Steward annual compensation, promotion, and bonus cycles to ensure fairness, transparency, and alignment with performance. Deliver data‑driven insights that support pay decisions, recognition, and retention. Address performance or conduct issues through coaching, development, or formal action. Provide guidance on complex employee matters. Help leaders balance empathy with accountability. Identify systemic issues and recommend solutions that strengthen trust and communication. Analyze employee concern data to inform broader P&C initiatives. Accelerate new partner integration by ensuring clarity of expectations, visibility with key leaders, and early business contribution. Serve as a bridge between P&C, service lines, and leadership to ensure integration follows a structured, consistent plan. Provide coaching and feedback throughout the first year to support relationship‑building and firm engagement. Capture insights from each integration to continuously refine the partner onboarding model. Support the work of due diligence, assessing team structures, key roles, and retention risks. Guide onboarding, communication, and change planning to help new teams understand the firm’s culture, standards, and expectations. Identify and address talent gaps early to protect client continuity and team stability. Monitor integration progress post‑close, ensuring leaders have the tools and support to sustain performance and engagement. Required Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field. 10+ years of progressive HRBP experience. Strong preference for experience in a professional services or public accounting environment. Demonstrated success advising senior leaders on talent strategy, organizational design, and employee relations. Strong understanding of performance management, compensation cycles, and workforce planning. Proven ability to use data and insights to drive decisions. Exceptional communication, influencing, and relationship‑building skills. Nice to Haves
Experience supporting multi‑office or international operations. Familiarity with Workday. SHRM‑SCP, SPHR, or equivalent certification. Experience in M&A integration or partner/MD onboarding. Locations
Chicago, IL Cleveland, OH Philadelphia, PA Milwaukee, WI Balt, MD We are an equal opportunity employer and value diversity of thought and background to build an inclusive and energized culture and better meet the needs of our clients.
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The People & Culture/HR Business Partner – Assurance role at Cohen & Co serves as the connective tissue between service lines and the broader People & Culture organization. You will align people strategies with firm priorities, ensure talent, structure, and leadership decisions directly support growth, and collaborate with cross‑functional teams to drive operational excellence. Key Responsibilities
Build talent strategies to identify emerging leaders, address skill gaps, and create a ready succession bench. Guide performance and development conversations that elevate standards, strengthen accountability, and advance growth. Partner with the Talent Development team to align learning priorities with business capability needs. Equip future leaders through targeted coaching, exposure, and career planning. Translate engagement and stay‑interview insights into targeted actions that strengthen connection, performance, and retention. Lead integration of new hires, lateral partners, and M&A teams to align expectations and reinforce culture. Oversee onboarding and integration across U.S. and global operations to create one connected employee experience. Help teams navigate organizational shifts, process redesigns, and technology adoption, including Workday. Partner with Deployment Specialists to clarify roles, rebalance work, and minimize disruption. Partner with service lines and Deployment leaders to align capacity, client demand, and staffing priorities. Anticipate workforce needs to ensure work is allocated equitably and talent is deployed where it drives the most leverage. Provide leaders with workforce insights that sharpen planning and strengthen decision quality. Ensure clarity around goals, expectations, and success measures. Develop managerial capability to provide timely, actionable feedback and coach for performance. Drive consistency and follow‑through in review and development cycles. Use performance data to identify strengths, risks, and targeted interventions. Steward annual compensation, promotion, and bonus cycles to ensure fairness, transparency, and alignment with performance. Deliver data‑driven insights that support pay decisions, recognition, and retention. Address performance or conduct issues through coaching, development, or formal action. Provide guidance on complex employee matters. Help leaders balance empathy with accountability. Identify systemic issues and recommend solutions that strengthen trust and communication. Analyze employee concern data to inform broader P&C initiatives. Accelerate new partner integration by ensuring clarity of expectations, visibility with key leaders, and early business contribution. Serve as a bridge between P&C, service lines, and leadership to ensure integration follows a structured, consistent plan. Provide coaching and feedback throughout the first year to support relationship‑building and firm engagement. Capture insights from each integration to continuously refine the partner onboarding model. Support the work of due diligence, assessing team structures, key roles, and retention risks. Guide onboarding, communication, and change planning to help new teams understand the firm’s culture, standards, and expectations. Identify and address talent gaps early to protect client continuity and team stability. Monitor integration progress post‑close, ensuring leaders have the tools and support to sustain performance and engagement. Required Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field. 10+ years of progressive HRBP experience. Strong preference for experience in a professional services or public accounting environment. Demonstrated success advising senior leaders on talent strategy, organizational design, and employee relations. Strong understanding of performance management, compensation cycles, and workforce planning. Proven ability to use data and insights to drive decisions. Exceptional communication, influencing, and relationship‑building skills. Nice to Haves
Experience supporting multi‑office or international operations. Familiarity with Workday. SHRM‑SCP, SPHR, or equivalent certification. Experience in M&A integration or partner/MD onboarding. Locations
Chicago, IL Cleveland, OH Philadelphia, PA Milwaukee, WI Balt, MD We are an equal opportunity employer and value diversity of thought and background to build an inclusive and energized culture and better meet the needs of our clients.
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