The HR Director will serve as a strategic business partner to the firm’s leadership, driving the people agenda across multiple service lines (Audit, Tax, Strategy, Consulting). This role is responsible for developing and executing human capital strategies that attract, develop, and retain top professional talent, while ensuring alignment with the firm’s growth objectives, culture, and regulatory standards.

Key Responsibilities

1. Strategic HR Leadership

Partner with firm leadership to design and implement HR strategies supporting business growth, innovation, and workforce planning. Lead organizational design initiatives to optimize delivery models across service lines. Drive change management efforts related to transformation, digitalization, and culture enhancement.

2. Talent Acquisition & Workforce Planning

Oversee end-to-end recruitment strategies for campus and experienced hires. Ensure a strong employer brand that positions the firm as an employer of choice in the professional services market. Implement workforce analytics for demand forecasting, headcount optimization, and succession planning.

3. Talent Development & Learning

Lead career development programs, performance management cycles, and capability-building initiatives. Partner with Learning & Development to drive continuous learning, mandatory technical certifications, and leadership development programs.

4. Performance & Rewards

Oversee annual performance evaluation processes, ensuring fairness, transparency, and consistency across service lines. Lead compensation and benefits strategy, including benchmarking, salary reviews, and incentive design.

5. Employee Experience & Culture

Promote an inclusive, growth-oriented culture aligned with the firm’s values and global standards. Champion diversity, equity, and inclusion (DEI) initiatives. Implement programs enhancing employee wellbeing, engagement, and retention.

6. HR Operations, Compliance & Risk Management

Ensure compliance with local labor laws, global HR policies, regulatory requirements, and audit standards. Oversee HR technology platforms (HRIS, ATS, payroll systems) and drive HR digital transformation. Manage employee relations matters with professionalism, confidentiality, and legal compliance.

7. Leadership & Team Management

Lead and mentor a multi-functional HR team across talent acquisition, HRBP, learning, compensation, and operations. Foster high performance, collaboration, and continuous improvement within the HR function.

Key Qualifications & Experience

Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (Master’s degree preferred). 10+ years of progressive HR leadership experience; professional services or Big 4 experience strongly preferred. Strong understanding of high-volume talent management, graduate recruitment cycles, and partnership models. Demonstrated capability in influencing senior stakeholders and driving complex transformation initiatives. Expertise in HR best practices, employee relations, compensation strategy, and organizational development. Proven experience managing HR teams in a matrixed, fast-paced environment.

Skills & Competencies

Strategic thinking and business acumen Strong communication and stakeholder management Change management and organizational design skills Analytical mindset with proficiency in HR data and metrics High integrity, confidentiality, and sound judgement Leadership, coaching, and team development