Maintain deep relationships with the business line(s) to influence strategic HR priorities and to ensure the business owns and co-drives people-related initiatives. Partner with the business to provide credible advice and analysis to drive overall HR initiatives / people strategy for assigned businesses / divisions. Partner with broader HR teams (across business line(s), geographies, etc.) and across the entire division of HR to leverage universal best practices, remain aligned / have a shared understanding regarding cross-functional dependencies. Play a vital role in enabling business growth and profitability by overseeing key HR processes like Year End compensation, annual performance review cycles, talent development & succession planning etc. Maintain consultative and relationship building skills, and credibility. Apply overall HR acumen of workforce planning, org design, talent planning, etc. to help drive the best outcomes. Translate internal HR data and analysis into key trends and areas of focus to help lower attrition, increase retention, develop talent, advance diversity efforts, etc. Build consensus, credibility and to effectively influence business line leaders. Understand and confidently convey key industry trends (i.e., career pathing, virtual workforce, employee engagement etc.) and competitive firm benchmarks (i.e., spans of control, levels, senior title promotion rates, etc.) in order to accurately advise business lines and to ensure the branch remains competitive across critical areas of HR. Payroll processing and management. Administer the hiring process including recruitment, interviewing, testing and selection.