Executive Director, HRBP JBS

JLL•Chicago, IL

8d•$187,000 - $229,000•Hybrid

About The Position

The HR Business Partner (HRBP) is the senior people executive embedded with a designated leadership team. The HRBP partners with senior executives and cross-functional stakeholders — advising on people strategy, organizational design, shaping long-term workforce plans, and leading transformation and strategic programs in the context of the future workforce and AI.

Requirements

10+ years of relevant HR business partnering experience
Demonstrated track record as a strategic partner to senior executives in complex, matrixed, dynamic organizations
Expert in leading organizational design, workforce planning, and executive talent strategy
Experience in managing enterprise transformation and change management programs
Bachelor's degree in HR, Business Administration, Organizational Psychology, or related field

Nice To Haves

Experience in executive compensation, incentive design, and rewards strategy preferred
Master's degree or MBA preferred
SHRM-SCP, SPHR, or equivalent professional certification advantageous
Coaching certification (ICF or equivalent) advantageous

Responsibilities

Architects future business operating model(s) with executives to drive business strategy
Diagnoses systemic issues — silos, leadership gaps, and cultural challenges
Leads transformation and change management for designated business groups.
Designs the long-term strategic workforce plan and identifies future capability gaps
Facilitates executive talent reviews and succession planning
Contributes to building strong succession bench for critical roles
Defines the strategic goals and desired business outcomes of core HR programs across the employee lifecycle
Leads on the execution of defined programs
Analyzes data to provide insights and trends to recommend improvements
Partners with executives and Rewards COE to design total compensation strategy (including incentive plans) to drive strategic outcomes
Advises on compensation philosophy, market positioning, and executive pay
Analyzes aggregate engagement data to diagnose systemic behavioral or culture issues
Advises executives on enterprise-wide initiatives and the culture and behaviors required to drive impact
Analyzes Employee Relations data to provide insights and identify systemic risks and trends
Advises on sensitive senior executive cases, preventative interventions and policy changes
Synthesizes human capital data into executive-ready narratives
Surfaces actionable insights that influence leadership decisions
Acts as strategic advisor and executive coach to senior leaders on leadership and organizational effectiveness
Contributes to the broader HR community, sharing practice and raising standards
May manage a team of HR Business Partners