Sr. HR Business Partner, South - Growth

About Acrisure

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 in search of a dynamic HR professional that enjoys pursuing ambitious goals and winning with a team to join us as a Sr. HRBP. In this role, you will be a strategic liaison between HR and the business. These senior HR professionals have a deep understanding of the business and ensure that HR helps the business make an impact. You’ll serve as a trusted advisor and change agent, supporting organizational growth and employee engagement.

This role requires strong business acumen, excellent interpersonal skills, success mentoring/developing HRBPs, and a proven ability to drive HR strategies that support a high-performance culture.

Responsibilities:

• Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
• Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.
• Execute existing and new HR solutions and capabilities.
• Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
• Understand external trends in the marketplace and make recommendations on how those could affect internal employees.
• Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
• Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
• Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions. This involves clear communication, leadership alignment, and employee involvement to facilitate the change journey.
• Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.
• Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
• Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve retention plans, competitive compensation, and growth opportunities.
• Evaluate individual or unique roles as part of the larger business. Help address each role’s relative value to ensure that employees are compensated fairly and competitively. Partner with the Compensation team to recommend the right balance between base salary, commission, bonuses, and other incentives.
• Help identify and develop high-potential employees, ensuring there are leaders in place to fill critical roles in the future.
• Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
• May also be involved in designing and delivering training programs to enhance employee skills and knowledge.
• Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
• Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
• Acts as a steward of the organization’s HR policies and procedures. These responsibilities encompass a wide range of tasks, including gathering feedback, running audits, and continuous monitoring and adaptation to keep HR data and services effective and efficient.
• Act as strategic advisors to leaders, providing coaching and support as they navigate the complexities and lead their teams through change.
• Enable collaboration and networking both within the HR function and throughout the organization
• Listen to the problems of the business, challenge business leader assumptions, inform and/or educate leaders about the talent implications of de