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Acrisure · 5 hours ago

Senior HR Business Partner

Chicago, IL

Full-time

Onsite

Senior Level, Lead/Staff

$114K/yr - $162K/yr

8+ years exp

Acrisure is a global fintech leader empowering businesses with tailored solutions. The Senior HR Business Partner will act as a strategic liaison between HR and business leaders, driving talent strategies and fostering employee engagement within the North American Specialty business functions.

Financial ServicesInsuranceInsurTech

Responsibilities

Identify the most pressing talent opportunities and workforce challenges within NA Specialty, 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 Senior Director and Talent Acquisition to build out a talent acquisition function for Specialty and lead the associated change management activities as this is implemented within your assigned business areas

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 Specialty 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 Specialty 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 Specialty job architecture 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

Qualification

HR best practicesWorkforce planningTalent managementEmployee relationsOrganizational developmentAdvanced HR certificationHRIS platformsAnalytical skillsInfluencing skillsCommunication skillsRelationship-buildingProblem-solvingDecision-makingDynamic environments

Required

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 Insurance business functions (Claims, Underwriting, Risk/Loss Control, Brokerage, etc.) strongly desired

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

Proficiency with Microsoft Office Suite (PowerPoint, Excel, Word, Teams, etc.)

Preferred

SHRM-SCP, SPHR, or other advanced HR certification, preferred

Background supporting the Financial Services or Insurance industry, preferred

Familiarity with Workday or other HRIS platforms

Benefits

Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time.

Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription.

Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs.

Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage.