Role Overview

The ideal candidate for this role will possess both strong analytical and people skills to allow him/her/them to be able to balance the people and business needs of the organization.  This role blends strategic design and continuous improvement of HR operations with hands‑on delivery, serving as a trusted advisor  and collaborative partner to leaders and employees while partnering closely with the Director, People Strategy, other People Strategy functions, and senior leadership stakeholders. 

HR Operations, Policies, and Compliance

• Own day‑to‑day HR operations for the U.S. employee population across the employee lifecycle (onboarding, internal moves, offboarding), ensuring a consistent, high‑quality employee experience.
• Design, maintain, and enhance HR policies and employee handbook content in conjunction with other offices, ensuring compliance with federal, state, and local employment laws and alignment with global frameworks.
• Monitor employment law trends and HR best practices; proactively recommend and implement updates to policies, processes, and documentation, including change management and communication.
• Lead HR audits and own the integrity, consistency, and security of people data across HR systems and records, in partnership with other corporate functions.
• Proactively manage legal and compliance risk by ensuring consistent policy application, robust documentation, and timely escalation of sensitive or high‑risk issues.
• Oversee and, when needed, conduct investigations, partnering with the Director, People Strategy, and Legal to ensure fair, thorough, and timely resolution.
• Own and deliver HR training content and frameworks for employees
• Identify opportunities to streamline and automate workflows across functions and lead related improvement projects.
• Coordinate closely with other People Strategy functions and lead projects as needed.

Employee Relations, Engagement & Wellbeing

• Serve as a trusted advisor and coach to staff and managers on HR‑related issues, providing pragmatic, risk‑aware guidance and elevating matters as appropriate.
• Oversee employee relations cases across the lifecycle (conduct, probation, sickness/absence, accommodations, leaves, policy concerns), ensuring consistent handling and manager capability building.
• Own employee leaves and accommodations, including FMLA, medical leave, parental leave, and other time‑off programs, from design of process through employee education, implementation, and documentation.
• Partner with leaders and the broader People Strategy team to shape and support engagement, recognition, and wellbeing initiatives.

People Data, Analytics & Dashboards

• Serve as the senior owner for people data quality, governance, and reporting, ensuring accurate and actionable data for decision‑making.
• Design and maintain People dashboards and reports that provide insight into key workforce metrics (headcount, absence, attrition, tenure, and other trends).
• Take an analytical, metrics‑driven approach to problem solving, translating data into compelling narratives and recommendations that inform people decisions.
• Partner with Finance, Talent Acquisition, and business leaders to ensure alignment on people data used for budgeting, forecasting, and strategic planning.

Benefits, Compensation & Global People Programs

• Own U.S. benefits from an HR perspective, including strategy input, plan design discussions, day‑to‑day administration, vendor relationships, renewals, local benchmarking, and employee communications.
• Lead or support compensation work as appropriate, including data integrity for job and salary structures, annual salary review and bonus cycles, market pricing projects, and pay‑related change workflows.
• Lead U.S. immigration and work authorization activity in partnership with external counsel, and internal stakeholders.

Qualifications

• Bachelor’s degree required; advanced degree or HR certification (e.g., PHR, SHRM‑CP/‑SCP) preferred.
• Approximately 7+ years of progressive HR experience, including substantial time in HR operations, HR generalist, or HR business partner roles; experience in professional services or consulting preferred.
• Deep working knowledge of U.S. employment law and HR compliance; experience supporting multi‑state and/or global populations is a strong plus.
• Demonstrated experience owning benefits, leave and accommodations, HR policy design/maintenance, employee relations, and investigations.
• Experience managing U.S. immigration and work authorization processes in partnership with external counsel.
• Proven ability to design, manage, and continuously improve HR processes, with strong attention to detail, documentation, and follow‑through.
• Comfort working with HR technology and reporting tools, with a track record of building dashboards and using data to influence decisions.
• Excellent interpersonal, communication, and coaching skills, with the ability to influence and build trust at senior levels while remaining approachable to employees at all levels.
• Highly organized and detail-driven, with strong technological fluency and the ability to leverage digital tools and data-driven solutions to streamline operations, enhance accuracy, and innovate HR processes.

The base salary range for this position is $145,000 - $180,000

The above base pay range will vary depending on location, job-related knowledge, skills and experience. In addition to the base salary, you will be eligible for an annual discretionary performance bonus, and a comprehensive benefits package.

Role Overview 

We are looking for a dynamic Learning and Development Manager to help shape and deliver training programs that strengthen our consulting capabilities and foster professional growth across the firm. This role is ideal for someone who thrives on collaboration, organization, and continuous improvement. 

This role will work closely with the Director of Learning and Development to design, coordinate, and implement training curriculums for each of our practice areas. The Manager will collaborate extensively with practice leaders, subject matter experts, and internal training teams to ensure our programs align with business priorities and deliver measurable impact. Over time, this role will expand to include project management responsibilities for the creation and delivery of additional company-wide training initiatives.  

Key Responsibilities 

• Practice Area Curriculum Development: Partner with practice area leaders to develop, organize, and maintain training curriculums tailored to each practice area 
• Coordinate Training Delivery: Coordinate program logistics and ensure smooth execution, including scheduling, materials, facilitators, and participant communications 
• Thought Partner: Collaborate closely with L&D and People Strategy leadership to align learning initiatives with strategic business goals 
• Integration and Onboarding: Lead the integration and onboarding process for new hires, ensuring a smooth transition into the firm 
• Internal Training Team Collaboration: Work closely with internal training teams to align content and delivery approaches across firmwide and practice-specific programs 
• Program Management and Coordination: Manage L&D internal meetings, including setting agendas, tracking attendance, recording minutes, and outlining next steps; oversee and track workstream progress and deadlines, and coordinate scheduling & tracking of key training sessions. 
• Oversight of Internal Initiative: Manage and oversee internal learning and development initiative, managing the workstreams, and providing guidance on execution of development goals.   
• Assess L&D Effectiveness: Collect feedback, measure program effectiveness, and support continuous enhancement of learning offerings, considering new modalities where appropriate 
• People Strategy Leadership Team: Actively participate as a member of the People Strategy Leadership Team, coordinating with various people strategy disciplines to ensure a cohesive and integrated approach to learning and development 
• Other Duties as Assigned: Support the Director of Learning and Development on strategic initiatives that expand the L&D function’s reach and impact across the firm 

Qualifications  

• 5+ years of proven experience in learning and development, preferably within a consulting or professional services environment 
• Strong content creation and instructional design skills 
• Proven ability to deliver impactful and engaging training sessions, consistently achieving positive ROI and receiving excellent participant feedback 
• Prior experience as a consultant in life sciences strategy consulting is a plus 
• Excellent communication and facilitation abilities 
• Ability to collaborate effectively with senior leadership and cross-functional teams 
• Commitment to fostering an inclusive and diverse workplace 
• Strong organizational and project management skills 
• Proficient in Microsoft Office Suite, especially PowerPoint 
• Ability to work out of our Boston or New York offices at least 40% of the time 

The starting salary for this position is $130,000. 

In addition to the base salary, you will be eligible for an annual discretionary performance bonus, and a comprehensive benefits package.  

Overview

The HR Business Partner & People Operations Manager (London) will be the primary HR representative for our London office, acting as a trusted advisor to the London leadership team and all London‑based employees, while operating as part of a global People team. The role is a senior individual contributor with light people‑management/coordination responsibilities, combining roughly 60% strategic HR business partnering with 40% hands‑on HR operations, UK benefits, and immigration work.

Reporting into the Director, People Strategy (US), this person will partner closely with global colleagues across Professional Development, Learning & Development, Talent Acquisition, Resource Management, Payroll and Benefits to deliver a locally excellent and globally consistent employee experience. They will bring strong London/UK market expertise and a global mindset, ensuring local practices align with UK regulations and market norms.

Key Responsibilities

Strategic HR Partnering & Talent

• Act as primary HR partner for the London leadership team, advising across People Strategy topics.
• Develop and execute a London/UK People plan aligned with business strategy and global HR priorities, focusing on talent, engagement, development and retention.
• Use people data and analytics to spot trends and risks and recommend evidence‑based interventions.
• Coach managers on effective people leadership, feedback, performance conversations and inclusive team culture.
• Bring London/UK market insight to talent, reward and policy discussions, while balancing global consistency and scalability.

HR Operations, Policies & Compliance

• Own day‑to‑day HR operations for the London office across the employee lifecycle
• Maintain and enhance UK HR policies and employee handbook content, ensuring compliance with UK employment law and alignment with global frameworks.
• Monitor changes in UK employment law and HR best practice and recommend updates to policies and processes.
• Ensure accuracy and integrity of UK HR data in the HRIS and support high‑quality reporting.

Employee Relations, Engagement & Wellbeing

• Serve as the first point of contact for UK employee relations matters, providing pragmatic, legally sound advice and overseeing fair investigations where needed.
• Manage cases across the employee lifecycle (performance, conduct, probation, sickness absence, family leave, flexible working), escalating as appropriate.
• Partner with leaders and global HR to support engagement, culture and wellbeing initiatives tailored to the London office.

UK Benefits & Immigration

• Own UK benefits from an HR perspective, including vendor relationships, renewals, local benchmarking and employee communications; Partner with global Benefits and Finance to ensure UK benefits are competitive, compliant and aligned with global reward philosophy.
• Lead UK immigration and right‑to‑work activity in partnership with external advisers
• Represent the UK/London perspective in global HR programs(performance, engagement, recognition, policies and other people initiatives), ensuring they are locally viable and well‑adopted.

Local HR Leadership & Global Collaboration

• Serve as the voice of London employees within the global People team and represent HR in local leadership forums.
• Provide direction and coordination to a shared associate resources on HR‑related tasks.
• Support additional HR and People‑related projects and initiatives as needed.

Qualifications & Experience

• 5+ years of progressive HR experience, including experience as an HR Business Partner or senior HR generalist in the UK.
• Strong, current knowledge of UK employment law and HR best practice; CIPD qualification (or equivalent experience) preferred.
• Demonstrated experience partnering with senior leaders, with the confidence to challenge, influence and coach.
• Proven track record in talent management, employee engagement and ER casework.
• Hands‑on experience with HR operations and HRIS, including ownership of policies, processes, data integrity and continuous improvement.
• Comfortable operating as the sole local HR representative or within a lean HR team, balancing strategic partnering with operational delivery.
• Excellent communication and relationship‑building skills, with the ability to work effectively across time zones and cultures and to bring a global mindset to London‑specific issues.