Strategic Human Resources Business Partner

Overview

IGNITE YOUR PASSION
* IMPACT WHAT MATTERS

WHO WE ARE.

Breaking Boundaries for 25 years - and counting.

The world is rapidly changing, and HUB is here to advise businesses and individuals on how to prepare for the unexpected. With more than 600 HUB offices across North America, our focus is dedicated to providing our customers with the peace of mind that what matters most will be protected through unrelenting advocacy and tailored insurance solutions. Our growing team of professionals across North America represents a broad, deep, and one-of-a kind aggregation of entrepreneurs and leaders recognized for their excellence throughout the insurance community.

WE LOVE OUR PEOPLE & OUR PEOPLE LOVE US.

We have the competitive, exciting, and friendly work environment you are seeking. We strategically position our employees for longevity and success by investing in their future and providing continuous opportunities for growth and development. Join us in taking the first step toward creating a future that combines a diverse, challenging work environment with financial security and career satisfaction. We welcome ALL candidates and are proud of our wonderfully diverse employee population.

WE’LL TAKE CARE OF YOU.

We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help you reach your health, retirement, and professional goals. Our suite of benefits includes PPOs, HMO, HSA, FSA, vision coverage, dental coverage, pet insurance, paid time off, a generous 401k plan and more!

The Strategic Human Resources Business Partner serves as a collaborative advisor/consultant to business leaders, driving human capital 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 integrated workforce plans encompassing talent acquisition, performance enablement, leadership capability, cultural cohesion, and organizational effectiveness. The HRBP role operates with a high degree of autonomy, leveraging expert judgment, change-leadership, and strong business acumen to influence decisions, identify opportunities, mitigate risk, and deliver measurable outcomes.

• Strategic Alignment and Workforce Planning
• Develop and manage annual HR and workforce plans aligned to business strategies by line of business.
• Provide strategic consultation on organizational design, talent optimization, succession pipelines, and growth planning, including integration support for mergers and acquisitions.
• Build, analyze, and present workforce analytics and talent dashboards to support leadership decision-making and evaluate program effectiveness (monthly/quarterly).
• Develop annual business plans by line of business and oversee ongoing workforce planning activities.
• Partner with Talent Acquisition on recruiting, onboarding, and talent optimization strategies.
• Participate in merger and acquisition activities as needed, including culture and workforce integration.
• Support the development and sustainment of high-performing teams across the organization.
• Lead periodic talent assessments (e.g., quarterly talent calibration).
• Manage culture integration initiatives to strengthen organizational alignment.
• Oversee employee development, engagement, recognition programs, and employee relations, including investigations and compliance.
• Lead leadership capability building and development initiatives.
• Partner with business leaders to support sales goals and operational priorities.
• Collaborate with the Learning & Development team on professional, leadership, and technical training needs.
• Partner with Corporate HR on compensation review cycles and market analysis.
• Lead the performance management process, ensuring alignment with organizational goals.
• Conduct stay and exit interviews to identify trends and influence retention strategies.
• Support additional areas of focus and special projects as assigned (e.g., monthly manager trainings, Town Hall participation, survey development).