Human Resources Business Partner - Product Development & Engineering

Life Fitness•Rosemont, IL

5d•Hybrid

About The Position

Life Fitness / Hammer Strength is seeking an experienced Human Resources Business Partner to advise and partner with leaders across Engineering, Product Management, and IT. The HRBP helps shape the people and organization behind the company’s products by supporting workforce planning, talent, performance, employee relations, organizational design, and change. The role requires a strong business perspective, the ability to constructively challenge leaders, and skill in turning complex people challenges into practical solutions. The position is hybrid and requires on-site work three days per week, typically Tuesday through Thursday. On-site work is split between the Rosemont Global Support Center and Schaumburg Engineering & Design Center according to business needs. Occasional Monday on-site presence, generally once per month, is also required. The HRBP builds trusted relationships with business leaders, coaches them through complex people matters, uses people and business data to develop recommendations, and leads cross-functional HR and business initiatives through implementation and adoption. Working as part of a small HR team, the role coordinates expertise across Talent Acquisition, Total Rewards, HR Operations, HRIS/Payroll, and other HR colleagues to deliver practical solutions across the employee lifecycle. The position offers an annual salary range of $93,000 to $135,900 for U.S. applicants and eligibility for an annual discretionary bonus through the Manager Incentive Plan. It is also eligible for a mobile allowance. Full-time benefits include retirement savings, insurance coverage, leave and paid time off, accounts for health and dependent-care expenses, employee assistance, and other benefits.

Requirements

At least 5 years of demonstrated HR Business Partner experience, independently advising leaders on talent, organization, performance, employee relations, and workforce decisions.
Experience supporting senior leaders and complex client groups, with confidence to offer a point of view and constructively challenge assumptions.
Strong business acumen and ability to translate business priorities into practical people and organizational strategies.
Sound judgment across performance, employee relations, policy application, and HR operational matters.
Experience with talent planning, succession, organizational design, workforce planning, and leadership development.
Experience leading cross-functional projects and change initiatives from definition through implementation and adoption.
Strong analytical capability, including demonstrated use of people and business data.
Clear communication, discretion, sound judgment, and ability to independently manage competing priorities.
Working knowledge of applicable U.S. employment laws and practices.
Bachelor’s degree in Human Resources, Business, or a related field, or equivalent relevant experience.

Nice To Haves

Experience supporting Engineering, Product Management, IT, Technology, or another technical organization.
Experience supporting a global or geographically dispersed organization.
Experience with Workday or a comparable HCM platform.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Build trusted relationships with Engineering, Product Management, and IT leaders and develop a strong understanding of their organizations, priorities, talent, and challenges.
Partner on workforce planning, organization design, talent assessment, succession, development, performance, and key talent decisions.
Coach leaders through complex people situations, strengthen their management capability, and support thoughtful, well-informed decisions.
Provide practical guidance on employee relations, performance concerns, investigations, corrective action, policy interpretation, and other sensitive matters.
Use people and business data to identify trends, diagnose issues, and develop fact-based recommendations.
Lead cross-functional HR and business initiatives from problem definition through implementation and adoption; align stakeholders, manage dependencies, and deliver sustainable improvements.
Coordinate with Talent Acquisition, Total Rewards, HR Operations, HRIS/Payroll, and other HR colleagues to deliver solutions across the employee lifecycle.

Benefits

Annual discretionary bonus eligibility through the Manager Incentive Plan.
Mobile allowance for business-related personal cell phone costs.
401(k) savings plan with 4% employer match.
Medical, dental, and vision insurance.
Parental, medical, and military leaves of absence.
Paid time off, including 12 paid holidays, vacation beginning at 13 days annually, and sick leave as required by state and local laws.
Company-paid short-term disability and optional long-term disability.
Health savings account and health care and dependent care reimbursement accounts.
Employee and dependent life insurance, supplemental life and AD&D insurance, and hospital indemnity.
Identity protection and legal services.
Adoption assistance and tuition assistance.
Commuter benefits and employee discounts.
Employee assistance program with free counseling sessions.
Access to an on-site fitness center with Life Fitness and Hammer Strength equipment.