HR Consultant

At Franklin Templeton, we believe success is built through powerful partnerships. As a forward‑thinking asset manager, we build dynamic relationships with clients, understand their goals, and navigate complex markets together. We leverage cutting‑edge strategies and deep insights to unlock opportunities for long‑term wealth creation. Our talented, global teams bring expertise that is both broad and unique. From our welcoming, inclusive, and supportive culture to our globally diverse business, we offer opportunities not only to help you reach your potential, but also to contribute to our clients’ success. What is the HR Consultant responsible for? Diagnose organizational effectiveness challenges and partner with leaders on organization design, spans/layers analysis, role clarity, operating model effectiveness, and team productivity initiatives. Support people managers with guidance on leadership effectiveness, team dynamics, performance conversations, talent development, succession planning, and navigating change. Provide day-to-day HR consulting support to leaders and managers across the employee lifecycle, including onboarding, role transitions, performance management, development, retention, internal mobility, and exits. Advise managers on employee relations matters by helping them address workplace concerns, conduct fair and timely fact-finding, document issues appropriately, and determine practical resolutions in partnership with relevant HR and Legal stakeholders. Guide leaders through performance and conduct matters, including setting clear expectations, providing feedback, managing underperformance, supporting corrective actions, and promoting consistent and equitable people practices. Support leaders in resolving team concerns and interpersonal conflicts, strengthening manager capability, and fostering an inclusive, respectful, accountable, and high-performing work environment. Identify recurring employee relations themes and people risks, use data and case insights to recommend preventive actions, and partner with leaders on interventions that improve engagement, manager effectiveness, and employee experience. Support business transformation initiatives by assessing organizational impacts, managing change adoption, mitigating people risks, and driving employee engagement during periods of change. Identify critical roles, assess leadership pipelines, support succession planning discussions, and partner with leaders to develop high-potential talent. Partner with business leaders to forecast workforce requirements, identify capability gaps, assess build-buy-borrow talent strategies, and develop workforce plans aligned with business growth objectives. Drive initiatives that enhance employee engagement, inclusion, culture, and overall employee experience through the interpretation of employee feedback and business insights. Partner with Talent Acquisition to develop hiring strategies, improve candidate quality, strengthen employer branding, and ensure talent decisions align with long-term business capability requirements. Partner with other HR CoEs such as Total Rewards, Organization Effectiveness etc. as required. Leverage AI, technology, and workforce analytics to improve HR effectiveness, automate processes, generate insights, and enhance leader decision-making. What ideal qualifications, skills & experience would help someone to be Successful? Consulting & Business Acumen: Business Acumen Organizational Diagnosis Influencing Without Authority Executive Presence Talent & Organizational Effectiveness: Workforce Planning Change Management Leadership Coaching Succession Planning Data & Digital: Data Storytelling HR Analytics AI Fluency Technology Adoption Personal Effectiveness: Resilience Commercial Mindset Learning Agility Comfort with Ambiguity Qualifications: MBA in HR from a Top Tier B-School Experience: 3-6 years of experience post MBA Demonstrated experience partnering with managers and senior leaders to