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Open nowPosted 9 hours ago

Human Resources Business Partner

Workable (global search)107,765 open roles

Where
Indianapolis, IN, United States
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Your applicationOpen nowHuman Resources Business PartnerWorkable (global search) · Indianapolis, IN, United States

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The clock on this job

Early applications get read.

7.9% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 2 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.6%3 days
  3. 7.9%7 days
  4. 14.9%14 days
  5. 34.2%30 days
This job: posted 9 hours ago

Workable (global search) median: 2 days open

The posting

About Dean Dorton

Dean Dorton is one of the largest advisory firms in the United States, providing integrated tax, audit, advisory, technology, and business consulting services. We thrive when you thrive, investing in our people through meaningful work, career development, and opportunities to make a lasting impact alongside nationally recognized experts.

Our core values guide how we work, lead, and support one another every day. They are:

  • Integrity - We do the right thing, integrity guides our decisions.
  • Relationships - We value people, relationships drive our impact.
  • Collaboration - We win as one team, collaboration fuels our success.
  • Growth - We stay curious, growth is our mindset.

About the Role

The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.

The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.

Key Responsibilities

Strategic Business Partnership

  • Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
  • Develop a deep understanding of business operations, workforce needs, and strategic priorities.
  • Partner with leadership to align people strategies with business objectives.
  • Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
  • Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.

Employee Experience

  • Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
  • Advise leaders on employee relations, performance management, coaching, and talent development.
  • Partner with leaders to develop onboarding plans that accelerate new hire success.
  • Support engagement and recognition initiatives that strengthen culture and retention.
  • Guide leaders through performance improvement, corrective action, and offboarding processes.

Talent Strategy

  • Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
  • Assist hiring managers in defining candidate profiles and interviewing strategies.
  • Support succession planning and leadership development initiatives.
  • Facilitate learning opportunities and leadership training within assigned business units

Organizational Effectiveness

  • Lead organizational assessments and recommend improvements that enhance team effectiveness.
  • Support organizational design, restructuring, and change management initiatives.
  • Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
  • Research emerging HR trends and recommend innovative practices that support firm growth.

Compliance & Risk Management

  • Ensure compliance with employment laws and firm policies.
  • Interpret policies and provide practical guidance to leaders on complex employee matters.
  • Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.

Requirements

Experience & Qualifications

  • Bachelor’s degree in related field required.
  • Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
  • HR certification (SHRM-CP, PHR) preferred.

Essential Skills

  • Strategic consulting and business acumen
  • Leadership coaching and influence
  • Employee relations expertise
  • Strong communication and relationship-building skills
  • Critical thinking and problem solving
  • Data analysis and workforce planning
  • Employment law knowledge

Software & Tools

  • Proficiency with Microsoft Office Suite software.
  • Knowledge of HRIS (ADP Workforce Now).
  • Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.

Travel: Travel between Dean Dorton offices is required.

Benefits

The Fun Stuff

  • Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
  • Flexible work schedules and environment
  • Paid Time Off (PTO)
  • Paid family leave, medical leave, and maternity/paternity leave programs
  • Retirement benefits, including a best-in-class employer match and automatic profit sharing.
  • Telemedicine, mental health resources and wellness program reimbursement

This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances. Dean Dorton is an equal opportunity employer. We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.

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