Sr. HR Business Partner

Acrisure•Grand Rapids, MI

2d•Onsite

About The Position

We’re in search of a dynamic HR professional that enjoys pursuing ambitious goals and winning with a team to join us as a Sr. HRBP supporting our Growth organization. In this role, you will serve as a strategic liaison between HR and the business, partnering closely with Growth leaders to align talent priorities with business objectives. You’ll act as a trusted advisor and change agent, helping enable organizational growth, strong leader effectiveness, and employee engagement across commercial teams. This role requires strong business acumen, excellent interpersonal skills, success mentoring and developing HRBPs, and a proven ability to drive HR strategies that support a high-performance culture within fast-paced, growth-oriented teams.

Requirements

Deep knowledge of HR best practices, employment law, and organizational behavior
Proven experience facilitating workforce planning processes
Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning
Strong ability to influence, build relationships, and communicate across all levels of an organization
Proven experience managing complex employee relations issues and driving change
Excellent problem-solving, analytical, and decision-making skills
Experience in a fast-paced, high-growth, or matrixed environment preferred
Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience.
8 or more years in progressive HR with geographically distributed employee populations
3 or more years supporting Growth or other commercial functions (sales, marketing, business development, producer, or revenue-driving teams)

Nice To Haves

Experience working in Finance or Insurance industry
SHRM-SCP, SPHR, or equivalent HR certification
Familiarity with Workday
Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.)

Responsibilities

Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.
Execute existing and new HR solutions and capabilities.
Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
Understand external trends in the marketplace and make recommendations on how those could affect internal employees.
Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions. This involves clear communication, leadership alignment, and employee involvement to facilitate the change journey.
Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.
Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve retention plans, competitive compensation, and growth opportunities.
Evaluate individual or unique roles as part of the larger business. Help address each role’s relative value to ensure that employees are compensated fairly and competitively.
Partner with the Compensation team to recommend the right balance between base salary, bonuses, and other incentives.
Help identify and develop high-potential employees, ensuring there are leaders in place to fill critical roles in the future.
Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
May also be involved in designing and delivering training programs to enhance employee skills and knowledge.
Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
Acts as a steward of the organization’s HR policies and procedures. These responsibilities encompass a wide range of tasks, including gathering feedback, running audits, and continuous monitoring and adaptation to keep HR data and services effective and efficient.
Act as strategic advisors to leaders, providing coaching and support as they navigate the complexities and lead their teams through change.
Enable collaboration and networking both within the HR function and throughout the organization
Listen to the problems of the business, challenge business leader assumptions, inform and/or educate leaders about the talent implications of decisions, and then present alternate explanations and ideas.
Reprioritize actions for immediate implementation of ad-hoc topics or assignments.