Locations: Lisbon | London
Who We Are
Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. BCG was the pioneer in business strategy when it was founded in 1963. Today, we help clients with total transformation-inspiring complex change, enabling organizations to grow, building competitive advantage, and driving bottom-line impact.
To succeed, organizations must blend digital and human capabilities. Our diverse, global teams bring deep industry and functional expertise and a range of perspectives to spark change. BCG delivers solutions through leading-edge management consulting along with technology and design, corporate and digital ventures—and business purpose. We work in a uniquely collaborative model across the firm and throughout all levels of the client organization, generating results that allow our clients to thrive.
What You'll Do
As a Senior Director, HR Business Partner (HRBP) and member of our Global Businesses & Functions (GBF) People Team, you will operate as a strategic people leader and trusted advisor to the leadership team for one of BCG’s global functions. You will partner with senior executives to shape and execute the people agenda required to enable the function's continued evolution as a high-impact, insight-driven, globally connected function.
This is a strategic HRBP role for a leader who can operate at the intersection of business strategy, talent, organization effectiveness, workforce analytics, and change. You will translate functional priorities into a forward-looking people strategy—anticipating capability needs, shaping organization design, strengthening leadership effectiveness, and ensuring the function has the talent, operating model, and culture required to deliver against BCG’s growth and transformation agenda.
You will bring a highly analytical, commercially minded, and execution-oriented approach to HR business partnering. You will use data, judgment, and strong stakeholder influence to diagnose organizational opportunities, frame choices for senior leaders, and drive practical solutions from strategy through implementation. You will be expected to operate with strategic vision while also getting things done in a complex, matrixed, global environment.
YOU’RE GOOD AT
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Strategic business partnering: Building high-trust relationships with senior executives and acting as a thought partner on the people implications of the function's strategy, priorities, operating model, and transformation agenda.
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Translating business priorities into people strategy: Connecting the function’s evolving business needs to clear talent, capability, workforce, and organization priorities—and ensuring those priorities translate into measurable action.
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Using data to drive decisions: Working confidently with workforce data, business metrics, dashboards, capacity models, and transformation measures; turning complex data into insights, implications, and executive-ready recommendations.
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Leading organization and workforce transformation: Shaping and supporting organization design, strategic workforce planning, capability building, role clarity, location strategy, spans/layers, succession, and talent deployment across a global function.
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Influencing complex stakeholders: Navigating senior stakeholder groups with different perspectives, priorities, and decision rights; building alignment, challenging constructively, and moving decisions forward.
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Driving change with pace and pragmatism: Bringing structure to ambiguity, creating momentum, anticipating resistance, and ensuring adoption of new ways of working across a matrixed environment.
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Coaching senior leaders: Advising leaders on leadership effectiveness, team dynamics, talent decisions, performance, engagement, succession, and organization health.
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Executing core talent processes with strategic intent: Overseeing and improving cyclical people processes—including talent reviews, performance management, succession planning, engagement, compensation, and leadership development—ensuring they are tightly linked to business priorities.
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Building compelling narratives: Creating clear, concise, executive-level materials and communications that frame problems, synthesize data, clarify choices, and support decision-making.
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Collaborating across the HR ecosystem: Partnering effectively with HR Centers of Excellence, regional and local HR teams, People Analytics, Talent Acquisition, L&D, functional leadership, and other GBF HRBPs to deliver integrated people solutions.
What You'll Bring
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12+ years of progressive HR experience in a global, matrixed, and intellectually rigorous environment, with significant experience partnering directly with senior executives.
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Deep strategic HRBP capability, with a track record of advising business leaders on talent strategy, organization effectiveness, workforce planning, leadership, culture, and change.
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Experience supporting complex global functions, professional services, or consulting, or other complex corporate functions preferred; experience partnering with analytically oriented, senior stakeholder groups is highly valued.
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Strong analytical fluency, including the ability to work with workforce data, business metrics, financial or capacity models, and people analytics to identify trends, frame decisions, and measure impact.
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Demonstrated change leadership experience, including leading or enabling transformation across organization design, operating model shifts, capability building, culture change, or new ways of working.
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Strong executive presence and stakeholder management skills, with the confidence and judgment to influence senior leaders, challenge constructively, and build alignment across complex global stakeholder groups.
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Proven ability to move from strategy to execution, balancing long-term vision with disciplined follow-through, pragmatic planning, and measurable outcomes.
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Strong communication and storytelling skills, including the ability to develop executive-ready PowerPoint materials, synthesize complex topics, and communicate clearly across audiences.
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High judgment, discretion, and resilience, with the ability to operate in ambiguity, handle sensitive topics, and make sound decisions in a fast-paced environment.
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Advanced Excel, PowerPoint, and collaboration tool proficiency required; experience with people analytics, workforce planning tools, or dashboarding approaches preferred.
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Bachelor’s degree required; advanced degree such as MBA, MS in HR, Organizational Development, I/O Psychology, or related field strongly preferred.
Who You'll Work With
You will report into the Global Services HR & Business Services Executive Director and partner closely with senior leaders across one of BCG’s global corporate functions.
We expect the role to serve as the strategic HRBP to BCG’s Finance functional leadership with additional functions to be determined as needed. We expect this helping shape the people agenda that enables the function’s priorities, transformation, and long-term effectiveness.
You will work closely with HR Centers of Excellence, People Analytics, Talent Acquisition, Learning & Development, regional and local HR teams, and HRBPs across other Global Businesses & Functions. As a member of the GBF People Leadership Team, you will also contribute to broader people priorities across BCG’s global functions and help advance a cohesive, enterprise-aligned talent strategy.
Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws.
