Workforce and Operations Business Partner (Remote)

HALO•Chicago, IL

15h•Remote

About The Position

We are HALO! We connect people and brands to create unforgettable, meaningful, and lasting experiences that build brand engagement and loyalty for our over 60,000 clients globally. Our nearly 2,000 employees and 1,000 Account Executives located in 40+ sales offices across the United States are the reason HALO is the global leader in branded merchandise, uniform programs, and recognition and incentive solutions. The Workforce and Operations Business Partner is the senior workforce & performance partner to leaders across Operations, Finance, and Technology. The role connects business priorities to decisions about how work is designed, how organizations are structured, and how workforce capability is built and sustained. Note: Ideal candidate should reside in Chicago, Milwaukee or Detroit area to travel to HALO's corporate office in Sterling, IL (2 hours west of Chicago) and/or our nearby satellite offices on an as-needed basis.

Requirements

10+ years of progressive experience in HR business partnership, workforce strategy, organization design, operating-model transformation, talent, or related field.
Demonstrated experience partnering with senior leaders across complex, interconnected businesses, ideally including Operations, Finance, Technology, or similar functions.
Strong ability to translate business strategy and operating challenges into practical organization, workforce, work-design, and talent recommendations.
Experience with significant change, restructuring, sourcing, offshoring, technology adoption, automation, AI, M&A integration, or operating model work.
Strong business acumen and comfort using workforce, financial, operating, and employee data to inform decisions.
Experience leading or developing a team, with strong influence, facilitation, executive communication, judgment, discretion, and emotional intelligence.
Operate as a business leader and enterprise partner, not only as an HR functional expert.
Make work, roles, decisions, workforce capacity, risks, and trade-offs more visible and actionable.
Build trust through clarity, follow-through, practical judgment, and constructive challenge.

Responsibilities

Serve as a strategic business partner
Build trusted relationships with senior leaders across Operations, Finance, and Technology and engage early in business and operating decisions.
Translate business priorities, growth plans, and operating challenges into an integrated Workforce & Performance agenda.
Connect workforce recommendations to execution, productivity, cost, service, risk, capability, and employee-experience outcomes.
Lead organization, work, and workforce design
Diagnose and improve organization structures, roles, spans, layers, decision rights, handoffs, capabilities, and team effectiveness.
Lead workforce planning and workforce-mix recommendations across employees, contractors, onshore/offshore teams, external partners, technology, automation, AI, and agents.
Ensure new work models have clear accountability, human oversight, escalation paths, access controls, governance, performance measures, and sustainability plans.
Strengthen talent, leadership, and performance
Lead critical-talent, succession, leadership-readiness, and capability discussions across the assigned portfolio.
Provide core Business Partner counsel on talent, performance, employee relations, leadership, team effectiveness, and employee experience.
Identify systemic performance barriers and connect them to organization, leadership, capability, or work-design solutions.
Integrate delivery and support strategic change
Connect business needs to the right Workforce & Performance capabilities and coordinate integrated support across specialist teams and Centers of Expertise.
Lead the cross functional implications of major transformations, integrations, offshoring, sourcing, technology, automation, and AI-enabled changes.
Establish practical operating rhythms, decision logs, measures, and follow-through so recommendations move into execution.
Lead and develop the team
Set priorities, standards, and expectations for the Associate HRBP and create a clear path toward increasing ownership and judgment.
Build repeatable tools, practices, and knowledge that strengthen the broader Workforce Business Partner community.
Model enterprise thinking, constructive challenge, sound judgment, and disciplined execution.