Director - Strategic HR Business Partner

About HUB

Join our Stevie Award Winning Team at HUB International!

When you join the team at HUB International, you become part of the largest privately owned global insurance broker, providing a broad array of property, casualty, risk management, life and health, employee benefits, investment and wealth management products and services. Becoming a part of HUB means that you thrive in an entrepreneurial and fast paced team environment supported by over 14,000 professionals in 500 offices across North America.

We help businesses evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees. As a global firm, we offer employees resources in both technology and industry expertise, but we still maintain the local flavor of our offices. Our structure enables our teams to maintain their own unique, regional culture.

We are seeking a dynamic and experienced Director - Strategic Human Resources Business Partner (HRBP) with experience in M&A to join our HR leadership team. This role is pivotal in aligning HR strategy with business objectives, fostering a high-performance culture, and driving talent initiatives that support growth and operational excellence within assigned client groups.

As a trusted advisor to senior leadership, you will provide strategic HR guidance, champion people-focused initiatives, and drive organizational effectiveness to our Operations & Small Commercial Lines of business. The ideal candidate is a proactive leader with a deep understanding of HR consulting, workforce trends, and mergers and acquisitions.

Key Responsibilities:

Strategic HR Leadership

• Partner with executive leadership to develop and implement HR strategies that align with business goals.

• Serve as a trusted advisor to senior leaders on workforce planning, talent development, and organizational design.

• Analyze industry trends, employee data, and business performance metrics to drive informed HR decision-making.

• Create initiatives that drive organizational effectiveness, including the delivery of organizational design consultation during business planning and/or when solving business issues. Create communication and change management plans that support defined programs, considering the organization's current state and readiness for change. Effectively leverages and in some cases creates Organizational Effectiveness, Talent Management Practices, Learning & Development, and Diversity and Inclusion frameworks, processes and tools.

Talent Management & Workforce Planning

• Lead succession planning and talent pipeline initiatives to ensure a strong leadership bench within assigned client groups.

• Oversee performance management programs, providing coaching and guidance to leadership teams.

• Design and implement programs to attract, develop, and retain top talent within the brokerage sector.

Employee Engagement & Culture

• Drive a high-performance culture by implementing initiatives that enhance employee engagement, diversity, and inclusion.

• Lead change management efforts to support business transformation and employee adoption of new strategies.

• Act as a champion for company values and foster a positive workplace culture.

Leadership & Collaboration

• Partner with cross-functional teams, including finance, operations, and compliance, to align HR initiatives with business objectives.

• Drive continuous improvement and operational efficiency within the HR function.

• Address and resolve employee relations issues that may arise ensuring alignment with labor laws and company policies.

M&A:

• Partner with senior leadership and cross-functional teams to drive HR strategies during the M&A lifecycle, including pre-merger, due diligence, integration, and post-merger phases.

• Support M&A efforts in integrating teams, aligning cultures, and harmonizing benefits, compensation, and policies across merged organizations.

• Collaborate with legal, finance, and business teams during the M&A process to ensure HR-related due diligence is conducted, including assessing compensation and benefits alignment, and workforce structure and alignment.

Qualifications & Experience

• Bachelor’s degree in human resources, Business Administration, or a related field or equivalent experience.

• 10+ years of progressive HR experience, including at least 5 years in a strategic HRBP or leadership role.

• Knowledge of the brokerage, financial services, or insura