HR Business Partner - People Development

RWE•Chicago, IL

1d•$150,000 - $180,000•Hybrid

About The Position

RWE Trading Americas Inc. is seeking a seasoned HR Business Partner with deep expertise in People, Leadership, and Organizational Development to support its expanding HR presence in a dynamic, fast-paced trading environment. This hybrid, senior individual contributor role will translate global People Development frameworks into practical, high-impact local solutions for the US business. The position involves acting as a strategic advisor and hands-on partner to business leaders, leading the design, delivery, and execution of critical people, leadership, and organizational development initiatives. It balances strategic HR Business Partner responsibilities with a dedicated focus on development, providing judgment on organizational, managerial, and team challenges, and shaping the broader people development strategy and organizational transformation efforts. The role aims to identify development needs, ensure pragmatic execution of initiatives, and drive tangible improvements in leadership capability, team performance, and organizational effectiveness, fully aligned with global HR priorities.

Requirements

Extensive HR experience: Broad and progressive experience in senior HR roles (for example, as an HR Business Partner or HR Generalist) within fast-paced, high-performance, and/or international environments.
Proven track record in designing, delivering, and embedding high-impact people development, leadership development, and organizational development initiatives.
Exceptional stakeholder management and influencing skills. Credible and confident in partnering with senior business leaders, with the ability to serve as a trusted advisor and first point of contact for complex people matters.
Skilled at using people insights and data to diagnose organizational and team challenges and provide commercially-minded, solution-oriented recommendations that align people strategies with business goals.
Hands-on, collaborative approach with a clear focus on pragmatic execution, delivery, and measurable impact. Able to convert concepts and frameworks into actionable solutions and to operate effectively in fast-changing, ambiguous situations, adapting plans as necessary to achieve results.
Solid experience managing employee relations matters and applying US employment law in practical recommendations. Demonstrated ability to navigate HR policies and regulations while balancing risk and business needs.

Nice To Haves

Financial services or trading industry experience is strongly preferred; exposure to investment or energy trading environments is a plus.
Passionate about developing talent and capable of “thinking globally and acting locally” to tailor programs for maximum business impact.
Familiarity with SAP SuccessFactors (SF) or similar HR information systems.
Exposure to HR analytics or AI-driven people development tools and their use in evidence-based decision-making.
Experience with leadership assessment and development tools (e.g., Hogan, Insights, 360° feedback).

Responsibilities

Serve as an HR Business Partner and trusted advisor for designated teams, advising managers on day-to-day people topics (e.g., performance management, employee relations, team effectiveness) and guiding organizational change and transformation efforts.
Ensure HR policies and best practices are applied effectively, leveraging business acumen and people data insights to inform sound, commercially-minded decisions.
Design, deliver, and embed learning and development programs (e.g., leadership workshops, onboarding experiences, team development interventions) that build leadership capability at manager and senior leader levels and foster a high-performance culture.
Adapt and translate global HR and leadership development frameworks into practical, business-relevant local solutions, ensuring strong adoption and measurable impact on people and performance.
Support talent review and succession planning processes, driving concrete development actions and follow-through for high-potential employees and future leaders, and using data-driven insights to identify capability gaps and track progress.
Lead or contribute to broader organizational and team development initiatives (including change management, cultural initiatives, and transformation projects) with a focus on effective rollout, execution, and sustained impact.
Partner closely with other HR colleagues (locally and globally) to implement the people development agenda in the US and ensure consistency with global HR strategies and frameworks.