Strategic HR Leader

Strategic HR Leader

In a rapidly changing world, HUB advises businesses and individuals on how to prepare for the unexpected. As one of the worlds' largest insurance brokers, 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 that put our clients in control. 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.

The Strategic HR Leader develops and implements people strategies that are in alignment with business goals for a Hub or Functional vertical, focusing on long-term success through effective talent management and performance, culture building and employee engagement.

The Strategic HR Leader acts as a consultant, partner and advisor to the most senior level of leadership locally by proactively shaping workforce plans, driving organizational health and effectiveness, and ensuring compliance with legal and corporate requirements. Workforce analytics and metrics are used to inform the local talent/people strategy, measure HR's impact, and demonstrate ROI. In essence, this role focuses on developing a high-performing culture that supports business growth and innovation.

This role sits at the center of the Strategic HR Operating Model, serving as the primary point of accountability for HR delivery within their Hub or Function. The Strategic HR Leader orchestrates across the full HR ecosystem, including HR Centers of Excellence (HR Operations, Total Rewards, Talent Development, Talent Acquisition, etc.) and HR Support Services, to ensure coordinated, consistent, and high-quality HR solutions.

This role emphasizes collaboration, influence, coordination, and alignment between the field and the enterprise center.

Further, this role may be accountable for leading and developing a team of Strategic HR Business Partners (HRBPs), including hiring, onboarding, coaching, mentoring, development, and performance management. The Strategic HR Leader proactively identifies and adapts roles and talent to ensure both are set up to help the business reach its goals.

Business Acumen:

• Engage with leaders and other various stakeholders to gain a deep comprehension of business operations and use that knowledge to drive value.
• Apply HR expertise to solve business problems and create competitive advantage through a comprehensive (local) people strategy.
• Actively contribute to local business strategy discussions with the local Executive Management Team ("EMT") by asking thought provoking questions and helping stress-test business initiatives from a people perspective.
• Serve as a key stakeholder for M&A, translating deal strategy into organizational reality while retaining and developing talent, helping to increase productivity and build a cohesive culture.
• Know how to identify, prioritize, and execute on people initiatives based on business impact vs. HR trends.
• Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies.

Strategic Consulting:

• Elevate HR's perception from service provider to thought partner who can help shape strategic direction vs. executing against it.
• Act as an internal advisor and thought partner to leaders, providing expert HR guidance and objective perspective on organizational challenges through effective critical thinking, influence, problem solving and change management.
• Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise.
• Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion.

Relationship Management:

• Develop deep and authentic rapport with local or Functional EMT by understanding each leader's priorities, communication preferences, decision-making style, and pain points, building trust and credibility by follow through on commitments, maintaining confidentiality, demonstrating business knowledge, and consistently showing HR's value.
• Know who needs to be consulted, informed, and brought along the journey for different HR initiatives to succeed.
• Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices.
• Partner with HR Centers of Excellence to execute on a variety of programs such as various comp analyses, leader engagement, performance management, and talent development.

Talent Management:

• Establish their Hub's talent strategy, which connects to the local business strategy. This roadmap guides talent decisions and investments.
• Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent…