Vice President, Senior HRBP, Digital Infrastructure

About this role

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 Human Resources Business Partner to join the Global Human Resources team.  HR Business Partners (HRBPs) serve as trusted advisors to business leadership, partnering to drive organizational effectiveness, talent outcomes, and business performance. They define and execute a strategic people agenda focused on leadership effectiveness, workforce planning, employee engagement, employee relations, organizational design, and talent development across their assigned businesses and the Firm.  Ares is a fast-paced, high-growth, and rapidly evolving organization. Success in this role requires the ability to think strategically, execute effectively, influence at all levels, and navigate complexity while maintaining a strong commercial mindset. 

The HRBP will serve as a strategic partner to Ada, our global data center business, within the Digital Infrastructure business, helping shape and execute people strategies across regions and functions that support business objectives and long-term growth. This role is responsible for translating HR programs into day-to-day execution, with a focus on workforce planning, headcount management, reporting, and core employee lifecycle processes.  

Working closely with business leaders, this role ensures operational discipline across hiring, onboarding, and performance management. This role requires a highly collaborative professional who can balance strategic consulting with hands-on execution in a dynamic global environment. 

Primary functions and essential responsibilities   Workforce Planning & Headcount Management    • Partner with business leaders to support workforce planning processes, including headcount forecasting and tracking.  

• Maintain accurate headcount reports, including approved vs. actuals, open roles, and hiring progress.  

• Advise on and track organizational changes (hires, exits, transfers, internal moves) and ensure alignment with approved plans.  

• Support the preparation of workforce reporting materials for leadership reviews.   

Recruiting Strategy & Hiring Execution    • Partner with recruiting and hiring managers to track hiring pipelines and ensure progress against headcount plans.  

• Utilize Workday to support job requisition setups, approvals, and alignment to workforce plans.  

• Ensure consistency and accuracy in role documentation and job descriptions.   

Onboarding & Employee Lifecycle Management    • Partner with HR Operations team on onboarding activities to ensure a smooth transition for new hires globally.  

• Support core employee lifecycle processes including promotions, transfers, and exits.  

• Maintain clean and up-to-date employee data in HR systems.   

Employee Matters   • Serve as a trusted advisor to managers and employees on employee relations matters, workplace concerns, and policy interpretation. 

• Conduct employee relations investigations and document findings and recommendations. 

Performance Management & HR Program Execution    • Support execution of performance management cycles, including goal setting, reviews, and calibration processes.  

• Track completion of performance management activities and follow up with managers to ensure compliance.  

• Assist in preparing materials and data for performance review discussions and talent assessments.   

Reporting & Data Management    • Develop and maintain recurring HR reports (headcount, hiring, attrition, and organizational changes).  

• Ensure the accuracy of data across HR systems and reporting outputs.  

• Analyze data trends, highlighting key insights, risks, and opportunities.  

• Provide data-driven insights and recommendations to support global HRBP and leadership in decision-making.  

Compliance & Process Discipline    • Ensure adherence to internal HR processes, policies, and governance standards.  

• Support audit readiness by maintaining well-documented and accurate records.  

• Coordinate with regional stakeholders to ensure consistent execution across geographies.   

Stakeholder Partnership   • Act as a day-to-day point of contact for managers on HR processes and questions.  

• Partner closely with Senior HRBP to support delivery of HR initiatives and programs.  

• Coordinate with Ada leadership, recruiting, payroll, and other HR teams to ensure seamless execution.  

Qualifications   • 10+ years of progressive Human Resources experience, including at least 8 years serving as an HR Business Partner supporting senior business leaders.  

• Prior financial services, technology services or professional services experience required 

• Proficiency with Microsoft Office applications, including Excel and PowerPoint; Workday experience preferred.  

• Strong experience working with HR data, reporting, and headcount tracking.  

• High attention to detail with strong organizational and process management skills.  

• Ability to manage multiple priorities in a fast-paced, global environment.  

• Strong communication and coordination skills with the ability to work across functions and regions.  

• Demonstrated ability to follow through on processes and ensure operational consistency. 

• Bachelor’s degree required 

General Requirements:  • Ability to operate effectively across the full range of HR disciplines and be able to work with managers and colleagues at all levels across the business 

• Have a strong bias

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