Sr HR Business Partner

Job Description

A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services – and more.

In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win

Job Summary:
We’re seeking a strategic and results-oriented Senior HR Business Partner (Sr. HRBP) to join our team in supporting leaders in our North American Specialty business functions. In this role, you will act as a strategic liaison between HR and business leaders, helping shape and implement talent strategies that accelerate performance and foster employee engagement. 

As a trusted advisor and change leader, you'll leverage your expertise in workforce planning, talent development, and organizational transformation to align HR capabilities with evolving business needs. This role also involves mentoring HRBPs and helping elevate the impact of HR across the organization. 

Key Responsibilities 

• Identify the most pressing talent opportunities and workforce challenges within NA Specialty, ensuring alignment with business strategy and priorities. 

• Help shape HR priorities based on internal trends and functional needs and ensure delivery of high-impact HR solutions. 

• Drive execution of both enterprise-wide and function-specific HR initiatives, adapting solutions to the needs of corporate departments. 

• Partner with Senior Director and Talent Acquisition to build out a talent acquisition function for Specialty and lead the associated change management activities as this is implemented within your assigned business areas. 

• Partner with Talent Acquisition and functional leaders to build and manage robust hiring pipelines and deliver an exceptional onboarding experience. 

• Monitor external workforce and talent trends, providing actionable recommendations to improve internal talent strategies. 

• Lead and resolve complex employee relations matters, acting as a point of escalation and policy expert for Specialty teams. 

• Collaborate with leadership to design and implement change management strategies related to organizational redesigns, process transformations, or new technology adoption. 

• Facilitate cultural integration efforts and inclusive practices within Specialty functions, enhancing cohesion, trust, and belonging. 

• Support employee lifecycle moments including onboarding, career growth, and offboarding with a consistent and thoughtful approach. 

• Retain critical talent by identifying high-value employees and recommending tailored development, recognition, and retention strategies. 

• Evaluate roles within the Specialty job architecture to support equitable and competitive compensation strategies in partnership with the Compensation team. 

• Identify and develop high-potential employees for leadership succession planning and long-term workforce stability. 

• Coach leaders on career development practices, helping them guide their teams through personalized growth journeys. 

• Contribute to the design and facilitation of training programs aimed at upskilling corporate function employees. 

• Oversee performance management systems to ensure timely, constructive feedback and performance improvement efforts. 

• Foster transparency and open dialogue by communicating clearly with employees, addressing concerns, and supporting change initiatives. 

• Act as a steward of HR policies and continuous improvement, gathering feedback, running audits, and refining HR programs and data practices. 

• Serve as a strategic advisor to corporate leaders, helping them anticipate talent risks, navigate ambiguity, and lead through complexity. 

• Promote collaboration within the HR community and with stakeholders across corporate teams to drive unified and consistent support. 

• Challenge assumptions and guide corporate leaders on the talent implications of business decisions, offering evidence-based alternatives. 

• Manage ad-hoc priorities with agility, reprioritizing to