Sr. HR Business Partner

Job Description About AcrisureA global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services – and more.  In the last twelve years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries.

Acrisure was built on entrepreneurial spirit. Prioritizing leadership, accountability, and collaboration, we equip our teams to work at the highest levels possible.

Job Summary:

We’re in search of a dynamic HR professional that enjoys pursuing ambitious goals and winning with a team to join us as a Sr. HRBP supporting our Growth organization. In this role, you will serve as a strategic liaison between HR and the business, partnering closely with Growth leaders to align talent priorities with business objectives. You’ll act as a trusted advisor and change agent, helping enable organizational growth, strong leader effectiveness, and employee engagement across commercial teams.

This role requires strong business acumen, excellent interpersonal skills, success mentoring and developing HRBPs, and a proven ability to drive HR strategies that support a high-performance culture within fast-paced, growth-oriented teams.

Responsibilities:

Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.

Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.

Execute existing and new HR solutions and capabilities.

Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.

Understand external trends in the marketplace and make recommendations on how those could affect internal employees.

Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.

Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.

Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions. This involves clear communication, leadership alignment, and employee involvement to facilitate the change journey.

Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.

Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.

Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve retention plans, competitive compensation, and growth opportunities.

Evaluate individual or unique roles as part of the larger business. Help address each role’s relative value to ensure that employees are compensated fairly and competitively. Partner with the Compensation team to recommend the right balance between base salary, bonuses, and other incentives.

Help identify and develop high-potential employees, ensuring there are leaders in place to fill critical roles in the future.

Collaborate with managers to create career development opportunities for…