HR Business Partner, Great Lakes & Northeast

ERM•Boston, MA

15d•$97,800 - $119,900•Hybrid

About The Position

At ERM, a global sustainability consulting firm, we are seeking a Human Resources Business Partner to support approximately 300 consultants and leaders across multiple U.S. offices. This hybrid role, based in Boston, MA; Minneapolis, MN; Rolling Meadows, IL; or another location near an ERM office, involves partnering closely with business leaders to advance the people strategy, influence organizational effectiveness, and lead employee lifecycle initiatives across North America. This role goes beyond traditional HR, acting as a trusted advisor, coach, and strategic partner to help leaders navigate growth, talent development, organizational change, employee relations, and workforce planning. The impact of this role is significant, directly influencing employee engagement, leadership effectiveness, and the continued success of ERM's people and business strategies.

Requirements

Bachelor's degree in Human Resources, Industrial and Labor Relations, Organizational Development, or a related field, or equivalent experience.
5-7 years of progressive HR experience providing consultative support to leaders and employees across employee relations, performance management, talent planning, coaching, organizational effectiveness, change management, and employment law.
Demonstrated ability to navigate interpersonal dynamics with confidence and judgment, fostering constructive dialogue and contributing to resolution in complex situations.
Ability to cultivate strong relationships with a diverse and geographically distributed employee population and operate effectively in a matrixed environment.
Excellent written and verbal communication skills.
Project management experience within the Human Resources field.
Ability to travel and visit different offices to support the business on an as-needed basis.
This position is not eligible for immigration sponsorship.

Nice To Haves

Experience as an HR Business Partner or in a comparable strategic HR role is preferred.
Experience with Workday.
PHR, SPHR, or other specialized HR training.

Responsibilities

Serve as a strategic advisor and thought partner to business leaders and employees.
Influence talent, performance, and organizational strategies that support business goals.
Drive employee engagement, retention, and career development initiatives.
Help leaders navigate complex employee relations matters with confidence and sound judgment.
Champion Diversity, Inclusion, and Belonging initiatives across the business.
Partner with HR Centers of Excellence to deliver consistent, effective HR programs and solutions.
Lead and support employee lifecycle projects that enhance the employee experience across North America.
Contribute to a culture where employees can grow, thrive, and make meaningful contributions.
Develop deep understanding of the business, key projects, market influencers, and competition.
Build strong working relationships with key stakeholders and collaborate to achieve business goals.
Evaluate and anticipate business and people-related needs and communicate those needs with appropriate stakeholders.
Analyze trends and metrics in partnership with leadership and the HR group to develop solutions, programs, and policies.
Serve as a thought partner and advisor to Partners and employees while providing independent and unbiased counsel.
Champion Diversity, Inclusion, and Belonging.
Lead and support Human Resources and employee lifecycle project management activities.
Coach managers to effectively provide feedback and strengthen people leadership capabilities.
Facilitate the rollout of ERM's annual and mid-year performance management processes.
Handle employee relations matters, including employee and manager coaching and counseling, support, and execution of resulting actions.
Provide HR policy interpretation and guidance for risk management, partnering with the HR Director and ERM's Legal team as needed.
Collaborate with North America HR teams, including HR Business Partners, Compensation and Benefits, HR Operations, and Training & Development, to ensure smooth, effective, and consistent implementation of HR programs.
Maintain knowledge of state and federal employment laws and legal requirements to mitigate risk and ensure compliance.
Assist with special projects and requests as needed.
Help managers create meaningful career paths and development plans to build employee capabilities.
Support the development of high performers and participation in development programs such as Aspire and Path to Partnership.
Partner with Talent Acquisition and hiring managers to support strategic hiring plans throughout the fiscal year.
Support the development and implementation of engagement action plans that positively impact business unit culture.
Evaluate attrition trends and develop strategies to manage appropriate retention levels.
Help ensure high-performing employees are recognized and rewarded appropriately throughout the year.
Assist leaders with decisions regarding salary increases and bonus recommendations.