HR Business Partner

IMC•Chicago, IL

4d•$150,000 - $185,000•Onsite

About The Position

IMC is seeking a strategic, thoughtful, and action-oriented Human Resources Business Partner (HRBP) to partner with technology leaders and engineering teams in its Chicago office. The HRBP serves as a trusted people advisor and coach, connecting organizational needs with people strategies and initiatives. The role provides guidance and counsel on people matters and influences employee experience by designing and executing processes and partnerships that support engagement, retention, development, and performance. The HRBP works with technology leaders on talent strategy, organizational structure, development, performance, engagement, communications, and change. The role also analyzes people data and trends, addresses employee relations matters, and collaborates across HR to deliver a connected employee experience. Immigration sponsorship is not offered for this opening. The stated base salary range is $150,000–$185,000 USD. Full-time, permanent positions are eligible for a discretionary bonus and benefits, including paid leave and insurance.

Requirements

Bachelor’s degree or higher in Human Resources, Business, or a related field, or equivalent experience.
At least 5 years of experience as an HR Business Partner in a progressive, fast-paced environment.
At least 2 years of experience supporting technology organizations.
Proven experience proactively coaching leaders and providing strategic guidance on complex people management issues and strategies, including team restructures, talent mobility, change, and widespread capability building.
Superior communication skills, including the ability to convey confidence, empathy, and trust through candor and diplomacy and to engage with engineers and senior technology leaders at strategic and operational levels.
Strong analytical skills and ability to identify and present data-driven insights and trends.
Strong critical thinking skills to identify interdependencies among complex issues, data, and outcomes.
Ability to build credibility and trust with senior leaders as an advisor, provide effective advice, and follow through on commitments.
Ability to drive change in key people activities and organizational shifts.
Ability to produce quality deliverables.
Ability to aggregate data, complete analysis, and display results visually.
Confidence handling ambiguity and fluid situations.
Common sense and pragmatism.
HR systems experience.

Nice To Haves

Formal training and accreditation in coaching, adult learning principles, and psychometric assessments, including MBTI and Hogan Assessments.

Responsibilities

Work with technology leaders to deliver effective talent strategy, structure, and development initiatives.
Enable individual and team performance by assessing talent, providing performance coaching, and supporting teams.
Develop engagement action plans tailored to the needs of specific teams and employees.
Develop communications that equip leaders to convey their messages.
Analyze people data, trends, and interactions to address challenges proactively.
Act as a change agent and employee advocate.
Address employee relations matters thoroughly and thoughtfully.
Collaborate across the HR department to build and deliver a connected employee experience.
Take personal responsibility for delivering quality work and iterating on past work to improve its relevance.
Use sound judgment to make decisions and handle complex tasks or problems.
Identify root causes of complex talent issues and develop and implement solutions.