Human Resources Business Partner (HRBP) - IT

International Motors, LLC•Lisle, IL

About The Position

The HR IT Business Partner (HRBP) is a strategic enabler of enterprise performance, responsible for shaping the workforce, leadership capability, and organizational design required to deliver International’s digital, data, IT, and AI strategy. The individual will operate as a trusted advisor to senior technology and business leaders, this role ensures people, skills, and culture evolve in lockstep with innovation—directly influencing growth, operational resilience, and competitive advantage. This role goes beyond traditional HR partnership by anticipating future capability needs, guiding complex transformation, and translating technology strategy into sustainable human and organizational outcomes. The HRBP enables strategic workforce capability across several domains, ensuring talent and leadership readiness keep pace with innovation, including AI & Data Literacy, Data Engineering & Analytics, Data Science, AI Product Management, Industrial & Domain Intelligence, Human–Machine Collaboration, Change Leadership & Talent, AI Governance, Risk & Ethics, and Cybersecurity & Resilience.

Requirements

Bachelor's degree and at least 9 years of HR or Organizational Development experience
At least 2 years of lead experience
OR
Master's degree and at least 5 years of HR or Organizational Development experience
At least 2 years of lead experience
OR
At least 12 years of HR or Organizational Development experience
At least 2 years of lead experience
Qualified candidates, excluding current employees, must be legally authorized on an unrestricted basis (US Citizen, Legal Permanent Resident, Refugee or Asylee) to be employed in the United States.
We do not anticipate providing employment related work sponsorship for this position (e.g., H-1B status)

Nice To Haves

Proven experience as an HR Business Partner or similar role operating at a strategic, enterprise level—preferably within technology, digital, or innovation-driven environments.
Strong ability to connect people strategy to business outcomes, technology strategy, and risk management.
Exceptional communication, coaching, and influencing skills with credibility at senior leadership levels.
Ability to leverage workforce data, trends, and insights to inform strategy and anticipate future needs.
Demonstrated success supporting organizational change, operating model evolution, and workforce transformation.

Responsibilities

Serve as a strategic advisor to senior IT, Digital, Data, AI, and Business leaders on workforce implications of enterprise strategy, technology investments, and operating model shifts.
Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand, not in reaction to it.
Influence leadership decisions by connecting people strategy to business performance, risk, and long-term value creation.
Architect talent strategies—including hiring, development, succession, and retention—that directly enable digital, data, cybersecurity, and AI priorities.
Shape role design, career paths, and skills frameworks for emerging and evolving technology-enabled roles.
Ensure talent investments deliver measurable business impact and readiness for future-state capabilities.
Advise on organizational design, restructures, and team models to improve agility, scalability, and execution effectiveness.
Act as a key change leader during digital transformation initiatives, ensuring adoption, leadership alignment, and sustained outcomes.
Build leader capability to operate effectively in environments characterized by rapid technological change and ambiguity.
Foster a high-performance, inclusive culture that supports innovation, accountability, and continuous learning.
Navigate complex employee relations matters with sound judgment, protecting both the enterprise and employee trust.
Reinforce cultural norms that support collaboration between business domains and IT.
Serve as the primary conduit between HR Centers of Excellence and the technology organization, ensuring HR programs are effectively deployed and adopted.
Ensure consistent application of HR policies, compliance requirements, and governance standards across the organization.
Provide executive-level coaching to leaders on people decisions, talent risks, and organizational trade-offs.