Human Resources Associate Human Resources Associate …

Grant Thornton
in San Francisco, CA, United States
Permanent, Full time
Be the first to apply
Grant Thornton
in San Francisco, CA, United States
Permanent, Full time
Be the first to apply
Human Resources Associate
Human Resources, Senior Associate Grant Thornton 11/19/2019 8:06:29 AM JOB ID: 044892 Specialty: San Francisco, California

Grant Thornton is collaborative, entrepreneurial and on the move. As part of a dynamic global organization of 42,000 people serving clients in more than 120 countries, we have the agility and focus it takes to be a leader.

Human Resources Sr. Associate

Job Description:

The Human Resources Senior Associate (HRSA) is responsible for collaborating with the National People & Culture operational and functional areas (HR Operations, Compensation/Benefits, National Talent Acquisition, Strategic Learning, Employee Relations, and Diversity & Inclusion), Centers of Excellence, and the HR Business Partners and Directors. The HRSA is responsible for providing distinctive service to their business clients, employees, and Partners.

This role is responsible for “high touch” people experiences, such as new hire orientation/onboarding, performance management, retention practices, employee issues, and general HR/Talent programs for the client base supported.

The HRSA serves as a key member of the HR infrastructure in the support of firm-wide HR goals and objectives, and works with Partners and HR team to manage HR risk and monitor AAP / EEO and other regulatory compliance.

Core Responsibilities:

Become knowledgeable and supportive of the strategy of the firm, regional practices, and the business priorities of the market/office/group.
Under general direction of more experienced HR leader, supports general HR programs including policy & employment law compliance, new hire orientation/onboarding, employee relations, and performance management.
Coordinates and partners with other HR teams including Talent Acquisition, Resource Management, Strategic Learning, and Compensation and Benefits.
Mentors HR coordinators and associates.


Qualifications (Personal Characteristics, Skills/Abilities, Academic):

The ideal candidate will be:

A business-minded HR professional with a minimum of 2 years of increasingly responsible HR responsibilities with demonstrated ability to thrive in a culture that is collaborative, service-oriented, and consultative.
A functional HR Professional who delivers services with a pragmatic approach to business partnership and operations.
Experienced in prioritization and negotiation with demonstrated ability to be effective in supporting multiple business leaders/partners working across different business units.
Collaborative and action-oriented, with ability to influence outcomes and lead change.
Confident with strong personal initiative and someone who is willing to get out in the field, roll up their sleeves, and do whatever it takes to get the job done.
Operationally focused with ability to think strategically and deliver tactically.
Metrics-focused with ability to use analytics to solve problems and develop solutions.

The Ideal Candidate Will Possess:

Bachelor’s degree in related field
PHR, SPHR, SHRM-CP, or SHRM-SCP certification desirable
Past experience functioning as an HR Professional preferably within consulting or professional services environment
Strong verbal and written communication and presentation skills
A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense
Solid PC skills with proficiency in MS Office

Proficiency Standards for fully functioning HR Senior Associate:

HR Expertise (The knowledge of principles, practices, and functions of effective human resources management)

Working knowledge of relevant state and federal laws, legal rulings, and regulations with awareness of implications of business actions.
Employs standard HR operating procedures and policies, and ensures that required documentation is in place to support personnel actions.
Shows evidence of continuous professional development appropriate for level.
Recognizes potential employee relations issues proactively, using judgment to determine when to consult with HR/Talent leadership and leadership
Handles basic workplace violation/disciplinary investigations with minimal supervision, seeking guidance when appropriate.
Serves as HR subject matter expert to managers & partners, applying compliance knowledge to protect organization
Understands when to involve functional HR subject matter experts, e.g., Compensation & Benefits, National Employee Relations, Mobility, etc.
Uses core business and HR specific technologies to service client base, solve problems, and identify trends.
Implements new and consistent HR processes and programs under direction of HR leadership.
Demonstrates a willingness and desire to learn, elevate strategic and consultative skills, and build and enhance personal brand.
Is fully accountable for own decisions, and is able to apply judgment to decision-making based on past experiences and available data.

Relationship Management (The ability to manage interactions to provide service and to support the organization)

Builds positive relationship with partners and staff through trust, teamwork, and direct communication.
Seeks opportunities to interact with business & People & Culture key stakeholders/leaders.
Develops a strong and positive reputation as a business-focused, neutral and approachable HR professional.
Thinks team; not self.
Communicates and demonstrates support for HR/Talent decisions passed down even if not consistent with own point-of-view.
Networks with HR peers, both internal and external to organization.

Consultation (The ability to provide guidance to organizational stakeholders)

Demonstrates an understanding of the business they are supporting.
Gathers, and when appropriate, analyzes facts and data for business solutions.
Provides guidance to managers & partners on general HR practices, standing firm when necessary.
Demonstrates a proactive perspective, raising issues and/or identifying patterns requiring HR solutions
Can confidently present HR training programs/presentations.

Leadership/Influencing (The ability to direct and contribute to initiatives and processes within the organization)

Seeks new ways to improve and recommends improvements to HR processes, transactions and outcomes.
Implements plans, programs, policies and procedures to support the organizational culture.
Develops and begins to exhibit leadership presence with management support
Promotes HR capabilities to organization
Demonstrates a decisive, flexible, and influencing style
Begins to identify methods of achieving business goals with HR adding value.

Critical Evaluation/Thinking (The ability to interpret information to make business decisions and recommendations)

Develops working knowledge of HR & business key statistics and metrics.
Uses analysis, experience, logic and proven methods to objectively evaluate data and draw sound conclusions.
Asks probing questions and makes sense of disparate information to connect the dots and bring clarity
Identifies potential area of focus (HR technical or business) and proactively seeks to enhance knowledge and experience
Takes ownership for managing workload to deliver high quality work in timely manner

Communication (The ability to effectively exchange information with stakeholders)

Demonstrates awareness of others’ communication needs and adapts style with ease.
Uses good judgment in deciding what information needs to be communicated to the appropriate levels in organization.
Listens actively to stakeholder concerns at the operational level.
Expresses ideas clearly and succinctly in all interactions.
Able to mentor others and provide constructive, balanced feedback.
Writes clearly and succinctly in variety of communication settings, both formal and informal.
Is able to facilitate workshops and meetings and conduct stand-up presentations effectively.

Business Acumen (The ability to understand and apply information to contribute to the organization’s strategic plan.)

Develops functional knowledge of business groups supported; exhibits intellectual curiosity.
Builds knowledge of HR metrics and business metrics including key success measurements and relationships with one another.
Identifies inefficiencies and provides process improvement recommendations.
Develops expertise in HR and business technology tools and applications and shows ability to use efficiently.


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Grant Thornton works with a broad range of publicly- and privately-held companies, government agencies, financial institutions, and civic and religious organizations. Core industries served include consumer and industrial products, financial services, not-for-profit, private equity, and technology. Grant Thornton focuses on serving dynamic organizations that pursue growth holistically — whether through revenue improvement, leadership, mission fulfillment or innovation.

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Requisition ID: 044892

San Francisco, CA
San Francisco, California

Equal Employment Opportunity: It is Grant Thornton’s policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits and termination, are made without regard to race, creed, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, citizenship status, veteran status, disability, or any other characteristic protected by applicable federal, state, or local law.

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