Principal Human Resources Business Partner

IAT Insurance Group has an immediate opening for Principal HR Business Partner from our Alpharetta, Georgia, Raleigh, North Carolina, Scottsdale, Arizona, Cheshire, Connecticut, Naperville, Illinois or the Rolling Meadows, Illinois location. This role will actively partner with business unit executives to help drive strategy from a people perspective. Success in this role is measured by improved leader capability, stronger talent outcomes, simplified HR experiences, and proactive partnership that enables business success.

This role works a hybrid schedule that requires working from the office Monday through Wednesday, with the option of working Thursday and Friday remotely.

• Serve as a trusted advisor to senior leaders; provide counsel on organizational health, team effectiveness, and people risks while balancing business needs and employee support in alignment with IAT culture.
• Partner with leaders to translate business objectives into integrated people plans (workforce planning, org design, talent, engagement, and capability building).
• Build strong business acumen (industry dynamics, profit levers, competitive strengths) to ensure HR recommendations are grounded in the realities of the business.
• Champion an inclusive, equitable, and respectful workplace where diverse perspectives are valued and all employees can do their best work.
• Use data and insights to diagnose issues, track progress, and guide decisions (e.g., talent outcomes, performance trends, leader effectiveness, organizational health indicators).
• Drive an end-to-end talent approach (selection, onboarding, development, performance, retention, and succession) to strengthen our talent bench and reduce critical talent risk.
• Coach leaders on leadership expectations, feedback, performance management, and development—ensuring consistent standards and high-quality people decisions.
• Use a proactive, future-focused approach to talent—supporting career development, succession planning, and identifying talent pipelines where applicable.
• Identify opportunities to simplify people processes, reduce friction, and improve the employee/manager experience—leveraging people, process, and technology improvements
• Partner with HR Operations/HRIS and COEs to transition non-strategic work to the right channel, minimizing administrative burden and enabling HRBPs to focus on business outcomes
• Support adoption of new practices and operating model expectations, anticipating stakeholder change impacts and addressing resistance with data, clarity, and influence.
• Provide expert guidance on employee relations, investigations, and performance issues; ensure fair, consistent application of policies and practices while monitoring legal/compliance implications.
• Assess organizational and people risks and recommend best approaches based on risk assessment and business context.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Demonstrated ability to consult with executive-level leaders to identify, develop, and deploy HR strategies that support business needs.
• Demonstratable ability to help drive business strategy from a people perspective.
• Advanced understanding of core HR disciplines (performance and development, retention, compensation/benefits, employee relations, salary administration, organizational effectiveness).
• Strong business acumen—understands organizational strategy, industry dynamics, and how the business creates value.
• Strong change leadership and ability to simplify complex processes into manageable, scalable solutions delivered with quality
• High credibility as a trusted advisor; balances business partnership and employee advocacy consistent with IAT culture and values.
• To qualify, applicants must be authorized to work in the United States and must not require VISA sponsorship, now or in the future, for employment purposes.

• Master’s degree (e.g., Human Resources, Business, Organizational Leadership, or similar).
• Professional HR certification, such as SHRM‑SCP, SPHR, or equivalent, demonstrating advanced HR knowledge and strategic business partnership…