Senior HR Business Partner

Arch Insurance Group Inc.•New York, NY

10d•$123,400 - $209,800•Hybrid

About The Position

With a company culture rooted in collaboration, expertise and innovation, we aim to promote progress and inspire our clients, employees, investors and communities to achieve their greatest potential. Our work is the catalyst that helps others achieve their goals. In short, We Enable Possibility℠. Position Summary The Senior Human Resources Business Partner will serve as a strategic advisor to business leaders, aligning people strategies with operational priorities, workforce needs, and continuous improvement goals. This role is responsible for translating business objectives into practical HR solutions that strengthen organizational effectiveness, improve employee engagement, support talent development, and enable sustainable performance. The ideal candidate brings more than eight years of progressive HR experience, strong business acumen, and a demonstrated ability to operate in a fast-paced, process-oriented environment where continuous improvement, data-driven decision-making, and cross-functional collaboration are essential. This role is responsible for translating business objectives into practical HR solutions that strengthen organizational effectiveness, improve employee engagement, support talent development, and enable sustainable performance. The ideal candidate brings more than eight years of progressive HR experience, strong business acumen, and a demonstrated ability to operate in a fast-paced, process-oriented environment where continuous improvement, data-driven decision-making, and cross-functional collaboration are essential. This role will sit in the NYC Office (Grace Building) for 3 days a week, with two days remote.

Requirements

Eight or more years of progressive Human Resources experience, including demonstrated experience as an HR Business Partner, HR Manager, or senior HR generalist supporting business leaders.
Experience working in a continuous improvement, operational excellence, insurance, financial services, technology, or similarly process-driven environment.
Strong knowledge of employee relations, performance management, workforce planning, organizational effectiveness, change management, and employment law fundamentals.
Proven ability to influence leaders, coach managers, and build trusted relationships across multiple levels of the organization.
Demonstrated ability to use data, metrics, and root-cause analysis to identify opportunities, solve problems, and improve HR and business outcomes.
Excellent communication, facilitation, consultation, and conflict-resolution skills, with the ability to handle sensitive matters with discretion and sound judgment.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field, or equivalent practical experience.

Nice To Haves

Experience supporting transformation, process redesign, operating model changes, or large-scale organizational change initiatives.
Experience developing manager capability, engagement action plans, talent reviews, succession planning processes, or workforce analytics.
Insurance industry knowledge and experience preferred but not required
Experience with Workday
Experience working with employee immigration matters

Responsibilities

Partner with business leaders to understand operational priorities, workforce challenges, and performance goals, and translate them into effective people strategies.
Provide strategic and day-to-day HR guidance on employee relations, performance management, workforce planning, organizational design, talent development, and change management.
Coach managers on leadership effectiveness, team dynamics, employee engagement, accountability, and consistent application of HR policies and practices.
Lead or support continuous improvement initiatives that streamline HR processes, improve manager and employee experience, reduce operational friction, and increase organizational effectiveness.
Use HR metrics, workforce data, employee feedback, and business insights to identify trends, diagnose root causes, and recommend practical solutions.
Support performance management processes by guiding leaders through goal setting, feedback, development planning, corrective action, and performance improvement conversations.
Advise on organizational changes, restructures, role clarity, workforce transitions, and change readiness activities while balancing business needs and employee impact.
Partner with Talent Acquisition, Compensation, Benefits, Learning and Development, HR Operations, and Employee Relations teams to deliver integrated HR support.
Promote a culture of continuous improvement, accountability, inclusion, collaboration, and high performance across assigned client groups.
Ensure HR practices comply with applicable employment laws, company policies, regulatory requirements, and risk management expectations.