What You'll DoIn this role, you will serve as the dedicated P&C Business Partner supporting either our Advisory or Assurance service line, partnering closely with service line leaders to understand their business, talent needs, workforce priorities, and growth strategy.
Embedded within the business, P&C Business Partners anticipate needs before they surface, bring data and discipline to workforce decisions, and help leaders operate with greater clarity, consistency, and speed. They collaborate closely with colleagues across Talent Acquisition, Talent Operations, Talent Development, Talent Deployment, Total Rewards and People Operations, as well as with firm leadership.
This is a high-impact, relationship-driven role for someone who thrives on strategy, influence, and operational excellence - and who brings a strong understanding of professional services environments.
Key Areas of FocusTalent Management
- Build talent strategies that identify emerging leaders, address skill gaps, and ensure 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.
Engagement and Culture
- 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.
Change and Integration
- Help teams navigate organizational shifts, process redesigns, and technology adoption, including Workday.
- Partner with Deployment Specialists to clarify roles, rebalance work, and minimize disruption.
Deployment and Workforce Planning
- Partner closely with Advisory or Assurance leadership 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.
Performance Management and Manager Coaching
- 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.
Compensation and Recognition
- 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.
Employee Relations
- 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.
Partner/MD Integration
- 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.
M&A Integration
- 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.
Who You AreRequired- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 10+ years of progressive HR Business Partner or comparable strategic HR experience.
- 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.
- Ability to work in the office four days per week.
Strongly Preferred- Experience supporting a public accounting firm and/or professional services organization.
- Experience partnering directly with client-facing business or service-line leadership, ideally within Advisory, Assurance, Audit, or a comparable professional services function.
- Experience supporting multi-office or international operations.
- Familiarity with Workday.
- SHRM-SCP, SPHR, or equivalent certification.
- Experience in M&A integration or Partner/Managing Director onboarding.
Estimated Base Range: $130,000 - $140,000
*Base compensation offered to candidates are determined based on factors such as candidate's relevant skillset, experience, licensure, and certifications, as well as job responsibilities, geography, market considerations, and organizational needs. At Cohen & Co, we don't stop at setting ourselves apart by offering competitive base compensation. As part of our 'great people first' foundational principle, our firm offers a comprehensive and competitive Total Rewards package that allows each employee to design a package that best suits their needs and goes beyond standard options, including time off outside of your standard PTO to recharge and give back to the community, annual discretionary merit increases and bonuses, talent development resources to tap into growth opportunities.
