Senior Human Resources Business Partner

Location: New York

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* Over the last 20 years, Ares’ success has been driven by our people and our culture. Today, our team is guided by our core values – Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy – and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.
*** Job Description
** Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team.  HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team, and Firm performance.  They serve as positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar, employee experience and talent acquisition processes within their assigned groups and across the Firm.  

Ares is a fast-paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.

The Senior HRBP will provide exceptional advisory services to Information Technology management and employees on a range of human resources issues while taking into account internal policy, best practices, relevant legislative frameworks, culture, and desired commercial outcomes.  Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits;

facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; partnering with the Talent Acquisition team on searches from a recruitment strategy standpoint; playing a leading role in diversity and learning and development initiatives.

Reporting relationships

Reports to:

Managing Director, Head of Talent Management, Business Operations
** Primary functions and essential responsibilities
**** Technology Organization Partnership
*** Serve as a strategic advisor and partner to the IT leadership team, and functional technology managers across Infrastructure, Cybersecurity, Enterprise Applications, Data Engineering, and Service Delivery.
* Develop a deep understanding of IT operating models, Agile methodologies, SDLC processes, and technology roadmaps to ensure HR strategies align with evolving business and technical priorities.
* Partner with IT leadership to anticipate workforce needs related to cloud transformation, automation, cybersecurity maturity, data governance, and emerging technologies.
* Support organizational design efforts for complex technical environments, including restructuring around product teams, centers of excellence, shared services, and global delivery models.
** Technical Talent Strategy & Workforce Planning
*** Lead workforce planning for specialized technical roles (e.g., cloud engineers, cybersecurity analysts, data scientists, enterprise architects), ensuring alignment with market trends and internal capability needs.
* Advise on build‑vs‑buy talent strategies, including upskilling, reskilling, vendor utilization, and global talent sourcing.
* Partner with Talent Acquisition to refine technical job descriptions, competency models, and interview frameworks to ensure accurate assessment of technical and behavioral capabilities.
* Support the development of career pathways for technical talent, including dual‑track progression (technical expert vs. people leader).
** Employee Relations & Performance in a Technical Environment
*** Guide leaders through performance management for technical contributors, including evaluating code quality, project delivery, sprint velocity, incident response performance, and adherence to engineering best practices.
* Manage employee relations issues…