Janus Henderson Investors HR Business Partner in Denver, Colorado

Janus Henderson Global Investors is a leading independent global asset manager, dedicated to delivering the best outcomes for clients through a broad range of actively managed funds.

We provide our institutional, retail and high net-worth individuals with access to skilled investment professionals representing a broad range of asset classes including, equities, fixed income, multi asset and alternatives.

We are a team of independent thinkers who work tirelessly to help our clients achieve their goals – and we do it by fostering an energetic and collaborative culture that ensures our people love the place they work.

Headquartered in London, Janus Henderson is a truly global asset manager with a diverse geographic footprint, managing assets from 27 offices globally and employing more than 2,000 staff.

Overview of the Role

You will act as the partner to multiple business units by integrating corporate HR strategy with business unit strategy and providing HR guidance and support with the primary objective of adding value to the business. Serve as the business unit's primary contact regarding HR initiatives and activities. You will work closely with the Head of US Business Partners along with global colleagues for assigned business units as well as leveraging various HR Specialists on the team to deliver solutions such as outstanding service in recruiting, compensation, training and other areas of HR. The Human Resource Business Partner demonstrates a high degree of business acumen, understands industry trends, practices and is knowledgeable about the regulatory environment. You may provide guidance to more junior staff.

Duties and Responsibilities

You will:

  • Support assigned business units by providing strategic insights on Human Resource initiatives, policies and programs to achieve business objectives.

  • Facilitate short- and long-term initiatives aligned with the business strategy, identify new opportunities for HR to add value to the business and drive the sharing of best practices across functions to facilitate continuous improvement. Maintain knowledge of progressive HR practices and key trends.

  • Provide coaching, facilitation, advice and/or mediation to employees and managers to resolve workplace issues. Facilitate a strong leadership and coaching culture.

  • Accelerate employee performance by guiding management on goal setting, rewards, recognition, compensation, delivering feedback and looking for employee development opportunities that align with current and future performance standards.

  • Understand and solicit employee opinions and anticipate their needs and concerns. Promote ongoing feedback mechanisms for employees and look for ways to create two-way dialogues between employees and management to ensure open and effective communications.

  • Partner with the Learning and Development team to identify, implement and deliver learning and development opportunities designed to address business issues.

  • Support managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.

  • Analyze employee trends (i.e. turnover, employee relations issues, staffing challenges, etc.) to identify root causes. Review key business performance targets and their related talent implications with business leaders. Partners with HR Specialists to design and implement proactive programs, procedures and plans to address root cause issues.

  • Ensure legal requirements and employment laws are met to minimize exposure to liability. Perform effective and legally defensible investigations into employee complaints and recommends company response to the employee and management. In conjunction with management, conduct disciplinary actions and counseling, including recommending terminations.

  • Desire and ability to work in a truly global structure and team.

  • Carry out additional duties as assigned

Supervisory Responsibilities

None

Technical Skills and Qualifications

  • Clear, comprehensive understanding of the link between talent, business strategy and other HR initiatives, ability to identify new ways for HR to support the business strategy.

  • Strong communication skills, with particular ability to communicate complex and/or sensitive information in a clear, concise, diplomatic and professional manner.

  • Requires analytical, critical thinking, and interpretive skills to apply various employment situations against numerous complicated employment laws and regulations.

  • Strong working knowledge of Human Resource Management and HR policies; especially employee relations and regulatory requirements such as FMLA, ADA, Title VII, FLSA, and EEO regulations.

  • Ability to drive projects through to completion; develop clear, actionable steps and engage, inspire, and influence people to meet deliverables.

  • Ability to work independently, manage multiple competing priorities and manage desk effectively to meet all deadlines.

  • Strong interpersonal and coaching skills; ability to build effective relationships with employees, leadership and HR peers; ability to deliver authentic feedback, experience assessing and leading various coaching arrangements, is a strong team player and good networker.

  • Working knowledge of the principles and practices within recruitment and selection, workforce planning and talent management, training, compensation and benefits and HR information systems.

  • 2-3 years of experience as an HR Business Partner.

  • 5 or more years of building HR experience required, preferring a combination of experience in employee relations, management development, organizational design, compensation and/or recruiting.

  • Bachelor's Degree in Human Resources, Business or related field; or equivalent work experience.

  • Knowledge of SAP and SuccessFactors a plus

Working Environment/Physical Activities (US Only):

  • Overtime may be required on short notice and may include weekend/evening/holiday hours

  • General office equipment such as PC, telephone, fax machine, copier, etc.

  • Must be reachable on Janus-provided cell phone on an as-need basis, on weekends and after hours, for management or employee consultation

Ongoing competence in the role to be assessed by:

  • Annual Performance Appraisal

  • Completion of all assigned Compliance training

  • Annual Attestation (Knowledge and Competence in-scope roles only)Compliance RequirementsAt a minimum the role will require you to:

  • Place the interest of Janus Henderson’s Clients first and always act in accordance with TCF (Treating Customers Fairly) principles

  • Understand and follow laws and regulations applicable for your role, seeking the help of your supervising manager or Compliance if you would like further explanation or direction regarding this

  • Understand and abide by all Janus Henderson policies applicable to your role, and ask for the support/guidance of the policy owner if you are unsure at any time

  • You are ultimately accountable for your actions and responsible for seeking further information on any or all of the above as necessary.

Janus Henderson Investors (including its subsidiaries) will not maintain existing or sponsor new industry registrations or licenses where not supported by an employee’s job functions (as determined by Janus Henderson Investors at its sole discretion).

All applicants must be willing to comply with the provisions of Janus Henderson Investors' Investment Advisory Code of Ethics related to personal securities activities and other disclosure and certification requirements, including past political contributions and political activities. Applicants’ past political contributions or activity may impact applicants’ eligibility for this position. Janus Henderson Investors is an equal opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. All applications are subject to background checks.