Human Resources Business Partner (HRBP)

Avesis • Chicago, IL

1d • $74,260 - $145,250 • Remote

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to the Avēsis Operations organization, aligning people strategies with business priorities to strengthen performance, engagement, retention, leadership capability, and sustainable growth. The HRBP uses workforce insights, talent practices, and organizational development expertise to help leaders anticipate challenges, improve team effectiveness, and build a culture of accountability, collaboration, and continuous improvement. Human Resources supports the employee lifecycle through talent acquisition and management, employee relations, leadership development, total rewards, compliance, workforce planning, and organizational effectiveness.

The HRBP partners with operational leaders to develop and execute workforce strategies that support business goals and high-performing teams. The role provides data-informed guidance across talent management, organizational design, workforce and succession planning, employee engagement, change management, leadership development, and performance improvement. The HRBP analyzes workforce trends, engagement results, turnover, talent risks, and organizational health measures to recommend practical solutions that improve employee experience and business outcomes. The role also advises on employee relations, policy interpretation, investigations, performance matters, and organizational risk in partnership with Legal and HR leadership. Success is measured through trusted leadership partnerships, stronger engagement and retention, improved leadership effectiveness and succession readiness, reduced workforce risk, and measurable organizational results. The HRBP also contributes to enterprise talent initiatives and continuous improvement across HR.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education, training, and experience.
• 5-7 years of progressive HR experience, including employee relations, investigations, conflict resolution, performance management, and employment law.
• 2-4 years of HR Business Partner experience supporting operations, customer service, contact center, or service-focused organizations.
• 1-3 years analyzing workforce trends, talent metrics, engagement data, or organizational health indicators; ability to influence decisions using workforce analytics, talent insights, and business-focused recommendations
• 1-2 years of experience with competency-based performance management frameworks
• 1-3 years using Workday HCM or a similar HRIS.
• Experience partnering with leaders to develop workforce strategies and improve organizational effectiveness, engagement, retention, succession, or workforce planning.
• Experience managing corrective actions, performance improvement processes, employee separations, and organizational change in a complex environment.
• For this remote role, employees must maintain internet service that supports essential responsibilities. Recommended minimum speeds are 50 Mbps download and 25 Mbps upload while hardwired and not using a VPN.

Nice To Haves

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in a private equity-backed organization or the healthcare, insurance, managed care, or employee benefits industry.
• Experience leading engagement, retention, workforce and succession planning, leadership development, organizational effectiveness, or large-scale change initiatives.
• Experience using workforce analytics and business metrics to influence leadership decisions and organizational performance.
• Experience supporting transformation, growth, restructuring, mergers, or acquisitions.

Responsibilities

• Serve as a trusted advisor and coach to leaders on workforce matters tied to business objectives.
• Develop engagement, retention, workforce planning, succession, and organizational effectiveness strategies.
• Influence decisions through workforce insights, sound judgment, and an understanding of operational and financial priorities.
• Analyze workforce, engagement, turnover, performance, retention, succession, and organizational health data to identify risks and opportunities.
• Translate people data into actionable recommendations and evaluate the effectiveness of talent and workforce investments.
• Use employee feedback, survey results, exit trends, and workforce data to identify root causes and implement action plans.
• Coach leaders on practices that improve employee experience, development, well-being, retention, culture, and workforce stability.
• Lead performance management, succession planning, leadership development, and workforce planning initiatives.
• Assess leadership capability and bench strength, improve manager programs and resources, and coach leaders on goals, feedback, development, and performance.
• Conduct and document workplace investigations and present findings and recommendations to appropriate stakeholders.
• Advise on employment law, policy interpretation, performance management, corrective action, workplace concerns, and employee separations.
• Partner with Legal and Leaders to identify and mitigate workforce risks and maintain compliance.
• Advise on organizational design, team effectiveness, workforce optimization, and change management.
• Assess organizational capability and recommend improvements to alignment, accountability, scalability, and performance.
• Support growth, restructuring, transformation, and other business changes while sustaining engagement and productivity.

Benefits

• Competitive compensation package.
• Excellent medical, dental, supplemental health, life and vision coverage for you and your dependents with no wait period.
• Life and disability insurance.
• A great 401(k) with company match.
• Tuition assistance, paid parental leave and backup family care.
• Flexible time off, dress code, and work location policies to balance your work and life in the ways that suit you best.
• Employee Resource Groups that advocate for inclusion and diversity in all that we do.
• Social responsibility in all aspects of our work. We volunteer within our local communities, create educational alliances with colleges, drive a variety of initiatives in sustainability.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level