Director, HR Business Partner

Location: Northern

CRC Group is a leading, independent pure-play brokerage and underwriting specialty insurance distributor. Our culture puts people first, prioritizing long-term relationships, ethical decision-making, and continuous improvement. As a result of listening to our employees, CRC Group earned a Top Workplaces USA award three years in a row based solely on employee feedback and CRC Group is currently Great Place To Work Certified!

If you want to work for a company where employees are valued and growth is encouraged, CRC Group could be the place.

The Director, HR Business Partner is an HR leader who serves as a strategic partner to senior leaders while leading a team of HR Business Partners and HR Generalists. Reporting to the Head of Employee Experience, this role sets direction for the HRBP and HR Generalist team, ensures consistent and effective HR partnership across the organization, and works closely with leaders of the HR Centers of Excellence to shape HR strategic planning and deliver people strategies that advance business priorities.

The Director provides leadership and partnership in workforce planning, organizational design and development, change management, talent management, engagement, retention, succession planning, compensation, and employee experience initiatives.  
** REPORTING RELATIONSHIP:
*** Reports to the Head of Employee Experience.
* Leads and develops a team of HR Business Partners and HR Generalists.
* Supports senior leaders and their organizations.
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* ESSENTIAL DUTIES AND RESPONSIBILITIES:

** Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below.  
* Serve as a trusted advisor and strategic HR partner to senior leaders on organizational design and development, workforce planning, growth planning, succession planning, employee engagement and retention, and performance management.
* Lead, coach, and develop a team of HR Business Partners and HR Generalists, setting priorities, expectations, operating rhythms, and standards for consistent, high-quality HR support.
* Set the direction for the HRBP and HR Generalist team in alignment with business priorities, HR strategy, and the Head of Employee Experience's objectives.
* Partner with leaders of the HR Centers of Excellence to shape HR strategic planning, align annual HR priorities, and ensure coordinated execution of HR initiatives, policies, and programs.
* Assess human capital implications of business strategy, evaluate alternatives, and recommend best practices and solutions that align talent strategies with business outcomes.
* Lead and implement organizational change and talent-related action plans through enterprise human capital projects and initiatives, including performance management, annual talent and rewards processes, succession planning, DEI, rewards and recognition, teammate engagement, and employee experience programs.
* Provide strategic guidance on complex employee relations matters, performance management, corrective actions, investigations, and terminations, ensuring equity, fairness, consistency, and compliance with employment laws and company policies – in partnership with Employee Relations.
* Partner with business leaders to execute organizational restructures and reductions in force, including business case development, new organization design, selection criteria, employee communications, and transition planning.
* Provide leadership on legal and regulatory compliance issues, helping leaders understand the regulatory risks involved in non-compliance, including civil rights, wage and hour regulations, safety, confidentiality, Family and Medical Leave Act (FMLA), Equal Employment Opportunity Commission (EEOC),…