HR Business Partner

SSI (U.S.) Inc. d/b/a Spencer Stuart

Spencer Stuart is an equal opportunity and affirmative action employer F/M/Disability/Vet/Sexual Orientation/Gender Identity.

Business Functions/Chicago

Full time

R4506

This newly created role reflects our firm's strategic commitment to investing in our people. The HR Business Partner will play a central role in fostering high‑performing teams, enabling us to attract, develop, and retain top talent in alignment with our business goals.

Success in this role hinges on strong partnerships – working hand‑in‑hand with Practice Leaders to align client needs and practice strategy with tailored talent solutions. It is designed to foster strong partnerships across the organization – particularly with Practice and Firm Leaders – to co‑create and implement a cohesive talent strategy that supports growth, innovation, and performance.

By championing team development and aligning talent initiatives with our strategic priorities, the HR Business Partner will help strengthen our employee value proposition and cultivate a culture of shared success. This role is not just about HR – it’s about enabling leaders to build high‑performing, engaged teams that thrive together in pursuit of the firm's goals.

The skill set for this position includes people leadership and capability building, strong strategic thinking, collaboration and influence, and assessment judgment applied to evaluating performance, business experiences and professional capabilities. Successful candidates for the position will have strong project management skills, a results orientation and rigorous attention to detail. They will be a champion for people development and have the intellect and interpersonal skills to succeed in an environment that is both high performing and relationship‑driven.

VP of Human Resources

• Practice Leaders (Global and Regional)
• Human Resources Team
• Learning & Development Team
• Talent Acquisition Team
• Consultants
• Senior Associates, Associates, Senior Analysts, and Analysts
• Executive Engagement Administrators

• Serve as a strategic advisor to leadership on people and talent matters
• Monitor key people metrics and provide insights to leadership.
• Leverage data for decision‑making around talent and people.
• Serve as the go‑to person for any personnel issues, asking for guidance and help as needed.

• Serve as partner to the Talent Acquisition team, interview final candidates and oversee offer decision process for Associates and Analysts.
• Play a key role in building integration plans for Associate, Analyst and Consultant new hires and ensure they benefit from mentoring and support for the first year.
• Identify ongoing learning and development needs of cohort and partner with peers and Learning and Development team to build appropriate content.
• Facilitate mid‑year and annual performance reviews, including 360 colleague feedback and compensation.
• Continue to improve clarity, transparency, and consistency in promotion processes, in alignment with talent strategy.

• Provide leadership and support to Consultants on team structures, individual development feedback, and coaching.
• Understand the developmental goals of individual team members; increase focus on delivering consistent and objective feedback.
• Partner with Practice Leadership to ensure career development needs are met through opportunities to work on assignments, and participate in internal firm initiatives and cross‑functional training.

• Understand group morale through individual and team conversations; help lead the development and implementation of initiatives to increase engagement.
• Know the skills needed to build effective engagement/project teams and be able to coach and advise others.
• Drive team connectivity within the practice and across the Associate and Analyst cohort.
• Foster an inclusive environment. Lead efforts to ensure inclusion and equity through mentorship, career development, and community building.
• Work within the matrix structure across geographies and…