Strategic Human Resources Business Partner (HRBP)

HUB International•Chicago, IL

1d•$95,000 - $120,000

About The Position

The Strategic Human Resources Business Partner (HRBP) is a collaborative advisor and consultant to business leaders creating and driving talent strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with Regional and Practice Area leadership to translate business objectives into comprehensive workplans encompassing talent acquisition, performance enablement, and organizational effectiveness. This role operates with a high degree of autonomy, applying deep HR experience, wisdom, and expert judgement. The Strategic HRBP uses data, insights and business knowledge to challenge assumptions, identify opportunities, mitigate risk, influence decisions, and measure impact through clear performance indicators. The role will partner with their Strategic HR Lead, Super Region HR Lead, HR Centers of Excellence (COEs) and HR Support Services teams to drive alignment to talent strategies, prioritize critical initiatives, and deliver a consistent and high-quality experience for employees and managers. In some instances, this role may also lead a team of Strategic HR Business Partners in delivering strategic HR solutions, fostering collaboration, and elevating the team’s impact on the business.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related discipline.
5-7 years of progressive HR experience with a minimum of 3 years partnering directly with business leadership in a strategic HR capacity.
Demonstrated capability in workforce planning, organizational design, performance enablement, and leadership advisory.
Deep experience in employee relations and risk mitigation with sound judgment and confidentiality.
Fluency in HR data interpretation and metric-driven decision support.
Strong communication, influence, and relationship-building skills across all levels of the organization.
Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment.
Proficiency with Workday or similar HRIS platforms.

Nice To Haves

Advanced degree or HR certification (PHR, SHRM-CP, CPHR or equivalent) preferred.

Responsibilities

Business Acumen: Engage with leaders and other various stakeholders to learn the nuances of their operations and apply that knowledge to shape talent strategies that support business priorities, build capability, advance performance, and support M&A integration. Remain current on industry, labor market and HR trends, and leverage these insights to inform and evolve talent strategies in alignment with business needs.
Strategic Consulting: Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management to address people and business challenges. Act as a consultative and creative problem solver who listens to business problems, challenges business leader assumptions, educates leaders about talent implications of decisions, and presents alternate perspectives and solutions. Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise. Apply project management skills and risk management principles to anticipate potential challenges and drive strategic initiatives to completion.
Relationship Management Build strong, credible, collaborative, and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions. Foster and maintain strong partnerships with HR colleagues, leveraging collective expertise to support the business and drive consistent HR practices. Partner with HR COE to execute on a variety of programs such as compensation, engagement, performance management, and talent development.
Talent Management Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives. Drive employee experience initiatives that improve engagement, productivity, and overall organizational effectiveness. Lead change management efforts which guide the organization through transformation with agility and resilience, and care and consideration for employees. Provide coaching to leaders to foster high-performing and inclusive team environments. Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed.
Data Judgement Leverage resources and tools to collect, manage, and analyze workforce data. Interpret and translate data into compelling stories that resonate with managers and lead to better and faster decisions, with positive outcomes. Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI.
Agility Operate effectively amid ambiguity and shifting priorities, ensuring timely, high-quality results. Exhibit a growth mindset by being adaptable, receptive to new ideas and seeking opportunities to learn and implement new found insights and information that better support the business. Possess a strong belief in possibility; demonstrate resilience and the ability to change directions and adjust plans as needed to evolving circumstances.