Lead HR Business Partner

OpenGov•Chicago, IL

6d•$125,000 - $150,000

About The Position

The Lead HR Business Partner (HRBP) is a strategic, hands-on individual contributor who partners closely with senior leaders to drive people strategies that support business objectives in a fast-paced, evolving environment. Acting as a trusted advisor, this role blends business acumen with deep HR expertise to influence organizational design, talent strategies, and workforce planning. The Lead HRBP is not only a strategic thinker but also a roll-up-your-sleeves partner who collaborates across functions and HR Centers of Excellence (COEs) to develop and implement effective, scalable solutions. This role plays a critical part in fostering a high-performance culture, enhancing employee engagement, and enabling long-term organizational success.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
7+ years of progressive HR experience, with at least 3 years in an HRBP role.
Demonstrated expertise in handling complex organizational challenges with advanced problem-solving skills.
Strong ability to align HR strategies with organizational objectives using a strategic, data-driven approach.
Proficiency in navigating employee relations, organizational development, and performance management in dynamic environments.
Excellent communication, relationship-building, and influencing skills.
Requires up to 25% travel for onsite meetings, team collaboration, and business support.

Nice To Haves

Experience in SaaS, technology, or high-growth industries.
Familiarity with global HR practices and compliance standards.
HR certification (e.g., SHRM-SCP, PHR) is highly desirable.
Experience working in a fast-paced, high-growth, or matrixed environment.
Expertise in change management, leadership coaching, and organizational design.

Responsibilities

Strategic HR Partnership Act as a primary HR advisor to senior leaders, using advanced expertise to provide strategic guidance on workforce planning, talent strategies, and organizational design.
Tackle complex business challenges by evaluating variable factors, adapting and refining processes, and proposing creative solutions.
Develop and execute HR strategies that align with business goals to enhance long-term organizational effectiveness.
Collaborate with senior leaders and HR Centers of Excellence (COEs) to influence the design and execution of scalable programs, ensuring integration with broader business initiatives.
Build and maintain strong relationships with internal and external stakeholders to influence key decisions and ensure alignment with company-wide goals.
Act as a change agent, leading change management efforts through clear communication, stakeholder engagement, and effective cross-functional collaboration.
Employee Engagement & Retention Lead company-wide initiatives to promote employee satisfaction, engagement, and a culture of inclusion and innovation.
Act as a key advisor to leadership on complex employee relations matters, navigating ambiguity and balancing legal, ethical, and business considerations.
Partner and implement retention programs and career development initiatives tailored to address workforce needs.
Talent Management & Leadership Development Lead performance management processes, ensuring alignment of goal-setting, feedback, and rewards with business objectives.
Collaborate closely with managers and the HR COEs team to deliver high-impact people programs, including compensation, benefits, organizational development, performance management, and talent development.
Develop leadership capabilities by coaching managers and aligning their practices with organizational priorities.
Partner with Learning & Development to design and implement targeted training programs that address skill gaps and build future-ready talent.
Lead succession planning efforts to ensure organizational readiness for key leadership transitions.
HR Analytics & Data-Driven Decision Making Analyze HR metrics to identify trends and deliver actionable insights to leadership.
Use data to inform and improve HR processes, programs, and organizational strategies.
Influence decision-making by tailoring communication strategies to diverse audiences, including executives, managers, and external partners, ensuring clarity, alignment, and engagement.
Foster trust and credibility through proactive, transparent communication and reliable follow-through on high-stakes, often time-sensitive issues.