Senior People Business Partner

Aderant is a global industry leading software company providing comprehensive business management solutions for law firms and other professional services organizations with a mission to help them run a better business. We are motivated by a collective desire to drive the legal industry to the forefront of innovation. With over 2,500 clients around the world, including 95 of the top AmLaw 100 firms, we are changing the outside perception of the legal sphere; where there was once resistance to modernization, we are creating a culture that embraces new ideas and technology.

At Aderant, the “A” is more than just a letter. It is a representation of how we fulfill our foundational purpose, serving our clients. It embodies our core values and reminds us that to achieve success, every day must start with the “A”. We bring the “A” to life by fostering a culture of innovation, collaboration, and personal growth. We encourage our diverse teams to bring their whole selves to work – ideas, experience, and passion – to drive our mission forward.

Our people are our strength.

Role Description

Aderant is seeking a strategic and influential Senior People Business Partner to align closely with business unit leaders and drive people strategies that accelerate performance and growth. This role serves as a trusted advisor, leading workforce planning, organizational design, and talent initiatives while coaching leaders to build high-performing, engaged teams.

The Senior People Business Partner plays a key role in navigating complex employee relations matters, leveraging data to inform decisions, and partnering with Centers of Excellence to deliver impactful programs across performance, development, and engagement. This position requires a balance of strategic insight and hands-on execution, with a strong focus on enabling organizational effectiveness and leading through change.

Key Responsibilities

• Serve as a strategic advisor to aligned Business Unit (BU) leaders, deeply understanding their objectives to co-create and implement people strategies that accelerate business performance.
• Lead proactive workforce planning, succession planning, and organizational design conversations to ensure long-term talent readiness and scalability.
• Navigate and resolve complex employee relations matters with a balanced, consistent, and legally sound approach that protects both the employee experience and business integrity.
• Coach and enable people leaders on critical talent topics including performance enablement, feedback, team effectiveness, and career development.
• Partner closely with BU leadership and People Centers of Excellence (COEs) to deliver targeted talent initiatives that enhance retention, drive engagement, and build leadership capability.
• Leverage data and insights to identify performance gaps, analyze talent metrics and collaborate on strategic interventions that build organizational strength.
• Assess functional and leadership development needs across the business unit and work with Learning & Organizational Development to ensure effective, high-impact solutions are delivered.
• Drive adoption of enterprise-wide COE programs - such as performance management, leadership development, culture & engagement, recognition, and people technology optimization - ensuring relevance and business alignment.
• Provide input into BU compensation strategy and support the execution of fair and competitive practices that attract and retain top talent.
• Serve as a key partner in organizational transformation efforts, including restructures, integrations, and workforce shifts, ensuring change is thoughtfully managed and effectively communicated. Partner closely with local People Business Partners to ensure consistent application of policies and adherence to regional employment laws, maintaining compliance across all jurisdictions
• Champion clear and empathetic change management, guiding leaders through communication strategies that build trust and maintain continuity through transition.
• Perform other People Business Partner duties as assigned.
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree or HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred.
• Minimum of 7 years of progressive experience in Human Resources, including at least 2 years in a strategic HR Business Partner or client-facing HR role.
• Demonstrated experience supporting talent management processes such as performance management and succession planning.
• Strong consulting and coaching skills with the ability to influence and guide senior leaders, managers, and peers across a global and matrixed environment.
• Exceptional written and verbal communication skills, including the ability to prepare executive-ready materials and deliver training sessions.
• Ability to analyze and interpret people data and use insights to inform decisions, measure effectiveness, and drive improvements.
• Proficient with HRIS systems (Workday strongly preferred), Microsoft Office Suite (especially Outlook, PowerPoint and Excel), and SharePoint.
• Effective cross-functional partnership and collaboration skills, with the ability to co-create and drive adoption of enterprise-wide initiatives.
• Comfortable managing ambiguity and change in a fast-paced, evolving environment, with a proactive approach to problem solving and continuous learning.