Job Description
About SC&H
SC&H is an employee-owned, global consulting and financial services firm with an expanding global footprint, home to people who believe in the power of trusted personal relationships. Everyone here shares a passion for driving results, fueled by the genuine connections we forge. Our expert capabilities and exceptional service have shaped the firm longstanding reputation for excellence and impressive growth. Recognized annually by Inc., Baltimore Business Journal, Accounting Today, and Inside Public Accounting as a Best Place to Work, SC&H is routinely named one of the fastest-growing firms for organic growth in the United States. Our success is powered by 13 diverse practices at the intersection of finance, technology, and accounting, with 430+ professionals across offices in Maryland, Tysons Corner / Washington D.C., Philadelphia, Chicago, and India, and a client base ranging from emerging growth to world-renowned Fortune 500 companies.
Role Summary
We are seeking a seasoned HR leader to own the end-to-end people agenda across Talent Acquisition (TA), Core HR Business Partnering (HRBP), and HR Operations. This role will drive hiring outcomes, partner with business leaders on org design and performance, and ensure process excellence across HR policies, payroll/compliance, and HR systems. You will lead a small team and work cross-functionally to deliver scalable, data-backed HR solutions aligned to business growth. The role reports to the Senior Vice President.
Key Responsibilities
Talent Acquisition (40%)
Own full-cycle recruitment for critical roles across functions and manage demand planning including workforce planning and budgeting.
Build and execute sourcing strategies including direct sourcing, referrals, niche channels, and DEI hiring.
Enhance employer branding and candidate experience, and drive TAT and quality-of-hire.
Manage vendor relationships, SLAs, assessment frameworks, and offer negotiation.
Establish recruiting analytics covering pipeline health, conversion ratios, and source effectiveness.
Build succession pipelines and campus or early-career hiring charters where relevant.
Core HR Business Partner (35%)
Serve as strategic HR partner for assigned business units, and advise on org design, talent planning, and change management.
Coach managers on performance enablement, capability building, and engagement.
Lead annual performance cycle, calibration, and compensation planning in partnership with Total Rewards.
Drive culture and engagement initiatives, and measure and act on pulse survey insights.
Handle ER/IR if applicable, disciplinary processes, and escalation management with fairness and compliance.
Partner on learning agendas including leadership development, manager effectiveness, and skill-building roadmaps.
HR Operations and Governance (25%)
Oversee HR operations including onboarding, HRIS data integrity, letters, exits, and documentation.
Partner with Payroll and Finance to ensure accurate compensation runs and reconciliations.
Ensure statutory compliance including PF, ESIC, gratuity, Shops and Establishments, POSH, and audit readiness.
Own HR policy updates, SOPs, and process automation, and drive service-level adherence.
Maintain HR dashboards, analytics, and reporting on monthly and quarterly cadences.
Required Qualifications
Bachelor’s degree, MBA or PGDM in HR preferred.
8 to 12 years of progressive HR experience spanning TA, HRBP, and HR Ops, with at least 3 to 5 years in a managerial or lead role.
Demonstrated experience in scaling hiring, partnering with business leaders, and running HR operations in mid-to-large organizations.
Skills and Competencies
Business Acumen - translates strategy into people plans with strong stakeholder management.
Talent Expertise - sourcing strategies, assessment design, employer branding.
HRBP Depth - performance management, org design, engagement, change management.
Operational Excellence - HRIS platforms (SAP SuccessFactors, Workday, Zoho, Oracle), payroll interfaces, compliance.
Data and Analytics - builds dashboards, uses insights to drive decisions.
Leadership - team management, coaching, and cross-functional influence.
Communication - crisp written and verbal communication, executive presence.
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