HR Business Partner

IMC•Chicago, IL

5d•$150,000 - $185,000•Onsite

About The Position

IMC is seeking a strategic, thoughtful, action-oriented Human Resources Business Partner to partner with technology leaders and engineering teams in its Chicago office. The HRBP serves as a trusted strategic people advisor and coach, connecting organizational needs with people strategies and initiatives. The role works closely with supported leaders to provide guidance and counsel on people matters and to shape employee experience through people processes and partnerships that support engagement, retention, development, and performance.

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, including at least 2 years 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 individual 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 who gives effective advice and follows 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.
Pragmatism and common sense.
Experience with HR systems.

Nice To Haves

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

Responsibilities

Partner with technology leaders to deliver talent strategy, organizational structure, and development initiatives.
Assess talent, provide performance coaching, and support teams to enable individual and team performance.
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 HR to build and deliver a connected employee experience.
Take personal responsibility for delivering quality work and iterate on prior work to keep it relevant in a changing marketplace.
Apply sound judgment to decisions and complex tasks or problems.
Identify root causes of complex talent issues and develop and implement solutions.