Position Overview:  Provide partnership and counsel to leaders and employees across the full employee lifecycle while managing and implementing talent programs that support agency business goals, attract diverse talent, as well as increase employee engagement and retention.  This individual will stay current on best practices to help shape processes and programs that enhance the employee experience for all.  This is a true hybrid role of HR business partner AND talent and culture developer, so this individual must have an ability to apply their experience in strong talent management practices to operational and business counsel.




  • Create and facilitate onboarding for new hires to ensure smooth entry to business unit and broader network
  • Conduct new hire check-ins, providing feedback to leadership and managers to enhance the employee experience and get in front of challenges
  • Provide direction to junior talent team members around onboarding to ensure an organized, professional experience to fast-track new hire engagement and effectiveness


  • Based on thorough understanding of organizational structure and business goals, ensure seamless and accurate employee status changes (promotions, role changes, terms, transfers, new hires, etc.), communicating with appropriate divisions and partners to ensure process is completed accurately (e.g., Finance, Talent Acquisition, Resource Management); draft bespoke confirmation memos as needed
  • Work with leadership, Finance and HR colleagues to manage relocation guidance and approvals for new employees and transfers
  • Provide support and counsel on staffing reductions as necessary
  • Manage employee exit process, and analyze and present quarterly exit interview data to inform and shape recommendations for programs to drive retention and engagement
  • Partner with the talent acquisition team on the recruiting process as needed (i.e. developing job descriptions, level alignment, offer development, tax considerations, etc.)


Organizational Effectiveness, Engagement, Development, and Inclusion

  • Build and leverage internal relationships to assess engagement, recommend and implement solutions to drive improvements where needed
  • Conduct best practices research and utilize findings to ideate, inform, and support engagement, DEI, and culture initiatives that align to the business strategy
  • Partner with other HR team members to develop and deliver appropriate learning and development programs
  • Provide coaching for managers and employees on key talent initiatives and practices
  • Help activate diversity, equity and inclusion strategies and programs in partnership with leaders, employee resource groups, and local Diversity Councils
  • Support talent review discussions and implement recommended actions; partner with managers to identify top talent, provide counsel on development and engagement strategies and career pathing to retain key talent
  • Productively develop messaging and use internal communications to drive engagement

Performance Management and Compensation

  • Partner with assigned business leaders on the development of performance improvement plans and provide support and counsel for these conversations and actions required
  • Partner with Compensation colleagues to support compensation review to ensure equitable market competitive compensation approaches; make recommendations for adjustments as needed
  • Drive the internal performance management and salary review process, supporting managers on the development and delivery of clear, objective and consistent performance reviews, ratings and feedback, recommendations for increases, and guidance for managers on communicating compensation changes; support career check-in discussions
  • Partner with business leaders and managers to develop job descriptions that support accountability and clarity for success in role

Employee Relations, Benefits and Workforce Planning

  • Establish relationships with leadership and employees to problem-solve talent issues, elevating as appropriate; facilitate and manage employee relations issues
  • Provide coaching and counseling to employees in areas such as conflict resolution and career development
  • Drive retention through the effective management of conflict, open communication and feedback with employees
  • Problem solve and provide guidance to client groups around all HR-related legal concerns, including visa applications, employment law and employment classifications
  • Support implementation of HR policies and guidelines and ensure compliance with federal and state employment laws; stay on top of legislation, recommend solutions to stay compliant
  • Partner with Benefits Specialist to support benefits and wellness programs


  • Create strong relationships with other Weber Shandwick HR team members, to ensure excellent delivery of HR services and understanding of network resources and content available
  • Understand the business of the agency, and share that knowledge with other team members
  • Bring a diverse perspective to help influence new ways of solving challenges and shape an inclusive team environment
  • Provide mentorship and coaching to junior HR team members to support their career development and HR expertise



Any combination of education and experience providing the required skills and knowledge for successful

performance would qualify. Typical qualifications would be equivalent to:


  • Bachelor’s degree and/or 7-12 years related human resources experience across the full breadth of HR areas of expertise (talent development, employee relations, employment law);
  • Solutions oriented, strategic thinker, problem solver, client service focused
  • Develops recommendations grounded in a combination of data, best practices research and personal expertise
  • Collaborative relationship style, ability to partner effectively with and influence talent at all levels of the organization across multiple locations, teams and businesses
  • Highly effective written and verbal communication skills necessary, with the ability to develop and share recommendations succinctly and accurately
  • Attention to detail, multi-tasking, and strong follow through required
  • Ability to maintain strict confidentiality
  • Proven ability to re-prioritize and work quickly and efficiently
  • May require occasional travel to other US locations in the future
  • Professional services or agency experience a strong plus
  • HR Certification preferred

The Weber Shandwick Collective recognizes that your health and wellbeing are a priority. This is why we offer a full suite of benefits including:

  • Medical
  • Dental
  • Vision
  • 401k (with employer match)
  • Tuition Reimbursement
  • Juice Money - $60 monthly reimbursement to be used towards purchases that nourish your health, mind, body, and soul
  • MyDays – Flexible holiday schedules
  • Short-Term Disability
  • Paid Employee Family Leave
  • Family Building Benefit

Weber Shandwick is proud to be an Equal Opportunity/Affirmative Action employer. Weber Shandwick recruits qualified applicants without regard to race, color, religion, gender, age, ethnic or national origin, protected veteran status, physical or mental disability, sexual orientation, gender identity, marital status or citizenship status.

We make our careers website accessible to any and all users. If you need an accommodation to participate in the application process, please contact us at JobAppAccommodation@ipgdxtra.com. This email address is not for general employment inquiries or vendors; rather it is strictly for applicants who require special assistance accessing our employment website. Due to volume, messages sent to this email address that are not related to an accommodation cannot be answered.

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