Senior HR Business Partner

Acrisure, LLC-posted 3 months ago
Full-time • Senior
Grand Rapids, MI
Insurance Carriers and Related Activities
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We're seeking a strategic and results-oriented Senior HR Business Partner (Sr. HRBP) to join our team in supporting key corporate functions. In this role, you will act as a strategic liaison between HR and business leaders, helping shape and implement talent strategies that accelerate performance and foster employee engagement. As a trusted advisor and change leader, you'll leverage your expertise in workforce planning, talent development, and organizational transformation to align HR capabilities with evolving business needs. This role also involves mentoring HRBPs and helping elevate the impact of HR across the organization.

  • Identify the most pressing talent opportunities and workforce challenges within corporate functions, ensuring alignment with business strategy and priorities.
  • Help shape HR priorities based on internal trends and functional needs and ensure delivery of high-impact HR solutions.
  • Drive execution of both enterprise-wide and function-specific HR initiatives, adapting solutions to the needs of corporate departments.
  • Partner with Talent Acquisition and functional leaders to build and manage robust hiring pipelines and deliver an exceptional onboarding experience.
  • Monitor external workforce and talent trends, providing actionable recommendations to improve internal talent strategies.
  • Lead and resolve complex employee relations matters, acting as a point of escalation and policy expert for corporate teams.
  • Collaborate with leadership to design and implement change management strategies related to organizational redesigns, process transformations, or new technology adoption.
  • Facilitate cultural integration efforts and inclusive practices within corporate functions, enhancing cohesion, trust, and belonging.
  • Support employee lifecycle moments including onboarding, career growth, and offboarding with a consistent and thoughtful approach.
  • Retain critical talent by identifying high-value employees and recommending tailored development, recognition, and retention strategies.
  • Evaluate roles within the corporate structure to support equitable and competitive compensation strategies in partnership with the Compensation team.
  • Identify and develop high-potential employees for leadership succession planning and long-term workforce stability.
  • Coach leaders on career development practices, helping them guide their teams through personalized growth journeys.
  • Contribute to the design and facilitation of training programs aimed at upskilling corporate function employees.
  • Oversee performance management systems to ensure timely, constructive feedback and performance improvement efforts.
  • Foster transparency and open dialogue by communicating clearly with employees, addressing concerns, and supporting change initiatives.
  • Act as a steward of HR policies and continuous improvement, gathering feedback, running audits, and refining HR programs and data practices.
  • Serve as a strategic advisor to corporate leaders, helping them anticipate talent risks, navigate ambiguity, and lead through complexity.
  • Promote collaboration within the HR community and with stakeholders across corporate teams to drive unified and consistent support.
  • Challenge assumptions and guide corporate leaders on the talent implications of business decisions, offering evidence-based alternatives.
  • Manage ad-hoc priorities with agility, reprioritizing to meet evolving business needs.
  • Bachelor's degree in Human Resources, Business Administration, or a related field; or a combination of education and experience.
  • 8+ years of progressive HR experience supporting geographically distributed employee populations.
  • 3+ years supporting corporate functions (Finance, Legal, HR, Communications, Compliance, Regulatory Affairs, etc.).
  • Strong knowledge of HR best practices, employment law, and organizational development.
  • Proven ability to lead workforce planning and succession planning processes.
  • Demonstrated experience facilitating talent management cycles (e.g., talent reviews, performance calibration).
  • Exceptional communication, relationship-building, and influencing skills across all levels.
  • Solid experience managing complex employee relations cases and driving organizational change.
  • Advanced problem-solving, analytical, and decision-making capabilities.
  • Comfort working in dynamic, high-growth, or matrixed environments.
  • SHRM-SCP, SPHR, or other advanced HR certification.
  • Background supporting corporate departments within the Finance or Insurance industry.
  • Familiarity with Workday or other HRIS platforms.
  • Proficiency with Microsoft Office Suite (PowerPoint, Excel, Word, Teams, etc.).
  • Competitive compensation
  • Generous vacation policy, paid holidays, and paid sick time
  • Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)
  • Company-paid Short-Term and Long-Term Disability Insurance
  • Company-paid Group Life insurance
  • Company-paid Employee Assistance Program (EAP) and Calm App subscription
  • Employee-paid Pet Insurance and optional supplemental insurance coverage
  • Vested 401(k) with company match and financial wellness programs
  • Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options
  • Paid maternity leave, paid paternity leave, and fertility benefits
  • Career growth and learning opportunities
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