Director, Strategic Talent Business Partner - Technology

Why Ryan?

• Hybrid Work Options
• Award-Winning Culture
• Generous Personal Time Off (PTO) Benefits
• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
• Benefits Eligibility Effective Day One
• 401K with Employer Match
• Tuition Reimbursement After One Year of Service
• Fertility Assistance Program
• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service
  
  

The Director, Strategic Talent Business Partners – Technology is a highly visible, hands-on, customer-focused position responsible for leading the People Group function in support of Ryan’s technology organization. The Director serves as the primary strategic talent partner to senior technology leaders and is responsible for the business partner model across technology functions, including 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Compliance, 9) Metrics and Reporting, and 10) Workforce and Organizational Planning. This position is highly collaborative and works closely with other People Group functions, as well as Technology, Finance, and business leadership.

Duties and responsibilities, as they align to Ryan’s Key Results

People

• Oversees the management of employee relations and grievance issues including investigation, documentation, and resolution.
• In partnership with Legal, oversees immigration and the coordination of expatriate assignments and employment visas.
• Develops and maintains workforce, talent, and succession plans for the technology organization, with particular focus on critical technical roles, emerging capabilities, and leadership pipelines.
• Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups.
• Responsible for selection, evaluation, and supervision of direct reports.
  
  

Client

• Oversees the HR Business Partner model for the technology organization, ensuring strong partnerships are in place with technology leaders to identify and coordinate appropriate and effective strategies related to organizational design, workforce planning, integration, talent management, employee relations, jobs, compensation, rewards and recognition, People Group policies and procedures, and other People Group functions.
• Ensures effective and efficient processes are in place to support all aspects of the employee life cycle, including, but not limited to, new employee on-boarding, status changes, transfers, promotions, and departures within Workday.
• Partners closely with Technology leadership to understand business strategy, operating models, product and platform priorities, and evolving skill requirements, translating those needs into practical talent and organizational strategies.

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• Advises leaders on attracting, developing, engaging, and retaining technology talent, including professionals across software engineering, product, data and analytics, infrastructure, cybersecurity, architecture, and related technical disciplines.
  
  

Value

• Plans, develops, and implements effective and leading-edge human resource strategies, tools, processes, and programs to support Ryan’s technology strategy and position as the leading global tax consulting firm in a highly competitive market.
• Oversees the development, implementation, and ongoing administration of employee life cycle programs, including performance evaluation, merit and promotion, and goal setting processes.
• In collaboration with Technology and People Group partners, ensures effective use of Workday and other technological platforms to improve and scale talent management and People Group processes, always looking for ways to increase efficiency, effectiveness, and the employee experience.
• Ensures the Firm’s compliance with all aspects of country, federal, state, and local employment law; staying abreast of new regulations and making recommendations regarding compliance.
• Develops and maintains strategic talent business partner KPIs and management reports that provide meaningful, actionable dashboard data to executive and technology leadership, including insights related to workforce capacity, critical skills, attrition, succession, engagement, and organizational health.
• Other duties as assigned.
  
  

Education/Experience

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Bachelor’s degree in Human Resources or a related field required, with at least eight to 10 years of progressively responsible human resources management experience in a domestic and international environment. Significant experience supporting technology organizations is required, preferably within a large, complex, high-growth, or global technology company. Demonstrated experience partnering with senior leaders across software engineering, product, data and analytics, infrastructure, cybersecurity, or other technical functions is strongly preferred.

Computer Skills

To perform this job successfully, an individual must have advanced skills in Microsoft® Word, Excel, Outlook, and PowerPoint. Experience with Workday or a comparable enterprise HRIS is preferred. Familiarity with workforce analytics, organizational planning tools, and technology talent market data is strongly preferred.

Certificates And Licenses

PHR certification required; SPHR certification preferred.

Supervisory Responsibilities

Directly supervises employees on the STBP team and carries out supervisory responsibilities in accordance with the Firm’s policies and applicable laws. The role is also responsible for effectively collaborating with senior technology leaders, People Group partners, and a variety of internal stakeholders to successfully perform the essential functions of the position.

Work Environment

• Standard indoor working environment.
• Long periods of sitting while working at computer.
• Occasional long periods of standing.
• Position requires regular interaction with employees at all levels of the Firm and interface with external vendors.
• Independent travel requirement: 15-20%
  
  

Equal Opportunity Employer: disability/veteran