Executive Director, HRBP JBS

Executive Director HR Business Partner - JBS (JLL Business Services)

Location:

Chicago, IL

Minimum 3x a week in office, 2x work from home

Role Overview

The HR Business Partner (HRBP) is the senior people executive embedded with a designated leadership team. The HRBP partners with senior executives and cross-functional stakeholders — advising on people strategy, organizational design, shaping long-term workforce plans, and leading transformation and strategic programs in the context of the future workforce and AI.

What This Role Does

Organizational Strategy & Design

• Architects future business operating model(s) with executives to drive business strategy
• Diagnoses systemic issues — silos, leadership gaps, and cultural challenges
• Leads transformation and change management for designated business groups.

Talent & Leadership Lifecycle

• Designs the long-term strategic workforce plan and identifies future capability gaps
• Facilitates executive talent reviews and succession planning
• Contributes to building strong succession bench for critical roles

HR Program & Process Execution

• Defines the strategic goals and desired business outcomes of core HR programs across the employee lifecycle
• Leads on the execution of defined programs
• Analyzes data to provide insights and trends to recommend improvements

Rewards

• Partners with executives and Rewards COE to design total compensation strategy (including incentive plans) to drive strategic outcomes
• Advises on compensation philosophy, market positioning, and executive pay

Employee Engagement & Culture

• Analyzes aggregate engagement data to diagnose systemic behavioral or culture issues
• Advises executives on enterprise-wide initiatives and the culture and behaviors required to drive impact

Employee Relations and Risk Management

• Analyzes Employee Relations data to provide insights and identify systemic risks and trends
• Advises on sensitive senior executive cases, preventative interventions and policy changes

Data & Strategic Insights

• Synthesizes human capital data into executive-ready narratives
• Surfaces actionable insights that influence leadership decisions

Stakeholder Management, Coaching and Succession Planning

• Acts as strategic advisor and executive coach to senior leaders on leadership and organizational effectiveness
• Contributes to the broader HR community, sharing practice and raising standards
• May manage a team of HR Business Partners

What We're Looking For

Experience

• 10+ years of relevant HR business partnering experience
• Demonstrated track record as a strategic partner to senior executives in complex, matrixed, dynamic organizations
• Expert in leading organizational design, workforce planning, and executive talent strategy
• Experience in managing enterprise transformation and change management programs
• Experience in executive compensation, incentive design, and rewards strategy preferred

Skills & Attributes

• Analytically strong and commercially astute — connects people strategy to business outcomes
• Skilled at building trusted advisor relationships with C-suite and senior leaders
• Confident in challenging senior stakeholders with evidence-based perspectives
• Moves quickly and with curiosity, executes with precision, and follows through on commitments
• High emotional intelligence — reads organizational dynamics and stakeholder motivations well
• Sound judgment on sensitive matters with a risk-aware and legally informed mindset
• Systems thinker who diagnoses root causes rather than treating symptoms
• Provides data-driven insights and recommendations to influence meaningful decisions

Qualifications

• Bachelor's degree in HR, Business Administration, Organizational Psychology, or related field
• Master's degree or MBA preferred
• SHRM-SCP, SPHR, or equivalent professional certification advantageous
• Coaching certification (ICF or equivalent) advantageous

How Success Is Measured

• Progress against workforce plan milestones and capability gap closure
• Senior leader satisfaction with and perceived value of HRBP partnership
• Organizational health as measured by key metrics including retention of key talent
• Employee engagement score trajectory for the designated business group
• Speed and quality of organizational design and transformation…