Senior Human Resource Business Partner

Oncourse Home Solutions, also operated as American Water Resources, is a trusted home protection provider helping homeowners across the country protect what matters most. We are a $500 million organization backed by private equity firm Apax Partners, serving 2 million customers across 43 states. We partner with 25+ utilities and municipalities (and growing!) to provide customized solutions tailored to any community - delivering real value where people live. We help homeowners protect the essential systems that keep their homes running - from HVAC, appliances, and electrical to water, sewer, gas lines, and more - so they can avoid the stress and financial impact of unexpected repairs. Our work helps homeowners stay safe, comfortable, and confident in their homes every day. At Oncourse, our people are what makes that possible. We call ourselves SUPERs - Successful, United, Progressive, Empathetic, and Reliable - because that’s how we show up for our customers and for each other. We invest in our employees through competitive benefits, an inclusive culture, and employee‑led resource groups that strengthen connection, community, and belonging across the company. As an equal opportunity employer, our employment decisions are based on business needs, job requirements and individual qualifications without regard to race, color, religion, age, sex (including pregnancy), sexual orientation, gender identity, national origin, ancestry, marital status, parental status, mental or physical disability, military or veteran status, or any other basis protected by federal, state, or local law. Oncourse Home Solutions is committed to recruiting and retaining talented applicants and to providing all employees with a workplace free from discrimination and/or harassment. Position Summary Reporting to the Head of Human Resources and Talent Acquisition, the Senior HR Business Partner (Sr. HRBP) serves as a trusted advisor and hands‑on partner to the business, aligning people priorities with business needs to drive performance, engagement, and organizational effectiveness. This role translates business objectives into practical, actionable people solutions that support leaders in delivering results. The Sr. HRBP partners closely with leaders to assess organizational needs, anticipate talent challenges, and implement solutions across workforce planning, organizational design, leadership effectiveness, and talent development. This role plays a key part in shaping strong teams and a culture aligned with our values, while helping leaders navigate both opportunities and challenges with confidence. This is a highly hands‑on role that requires a willingness to roll up sleeves and execute. In addition to influencing and advising, the Sr. HRBP is responsible for driving day‑to‑day HR activities forward—navigating employee matters, ensuring consistency in processes and policies, and following through on key initiatives. Success in this role comes from balancing sound judgment with action, and strategy with execution. This role is located at our headquarters in Naperville, IL. Our office environment is a key driver of our company culture and employee experience, so a regular in‑office hybrid model (T‑TH in office and M & F remote) is required. Responsibilities include but are not limited to: Act as a trusted advisor to leaders and employees, providing practical, business‑aligned people solutions that support performance, engagement, and organizational effectiveness. Partner with business leaders to develop and execute workforce strategies, ensuring the right talent is in the right roles at the right time to meet current and future business needs. Diagnose organizational needs and implement solutions across org design, talent development, and team effectiveness to support business priorities. Lead and contribute to HR and business initiatives and projects, driving progress against key priorities and ensuring initiatives are executed with quality and follow‑through. Own and drive execution of core talent processes (performance management, talent reviews, succession planning, engagement actions), ensuring consistency and measurable impact. Roll up sleeves to execute day‑to‑day HR work, including employee relations, policy guidance, and manager support—balancing sound judgment with timely, practical resolution. Coach and develop leaders, strengthening their ability to lead high‑performing teams, manage performance, and create an engaged and accountable culture. Counsel managers and employees through complex employee relations matters, providing clear guidance and facilitating effective, fair resolution. Champion diversity, equity, inclusion and belonging, partnering with leaders to embed inclusive practices and monitor the effectiveness of related initiatives for all employees. Leverage data and insights to identify trends, inform decisions, and measure the effectiveness of people strategies and actions. Collaborate across HR functions (TA, Total Rewards, HRIS, etc.), influencing without direct authority to deliver integrated, practical solutions. Drive operational discipline and continuous improvement, identifying opportunities to simplify processes, remove friction, and enhance the employee and manager experience. Take ownership from issue identification through resolution, ensuring work is driven to clear, timely outcomes. Participate as an active member of the HR community, building relationships across the HR team and supporting other HR initiatives and projects while identifying and sharing strategies and solutions that may be implemented in other business units to improve organizational effectiveness. Ensure compliance with appropriate governmental laws and regulations as they relate to Human Resources (i.e., EEOC/AA, ADA, Wage and Hour, FMLA, WC, etc.). Work with assigned areas to ensure they are informed, updated as applicable, and operating in compliance with applicable laws. Lead and anticipate in HR and business area projects that advance our HR strategic plan and business objectives. In partnership with the Department Head, drive community partnerships for employment branding and talent acquisition purposes. We're Excited if This is You Experience and Qualifications of the Role Bachelor’s Degree in Business, HR, related field, or equivalent experience. Minimum 3, ideally no less than 5 years of progressive HRBP experience including building, aligning, and implementing HR programs and processes to business strategy. Demonstrated ability to operate as both a strategic partner and hands‑on executor, with a track record of successfully implementing people programs, solving complex employee matters, and driving work through to completion. Experience supporting senior leaders (Director‑level and above), with the ability to influence decisions, provide sound judgment, and build credibility quickly. Strong experience in employee relations and performance management, with the ability to navigate complex, sensitive situations with professionalism and confidence. Proven ability to coach and develop leaders, improving manager effectiveness, team performance, and employee engagement. Experience leading or contributing to cross‑functional projects or initiatives, with a focus on execution, compliance, follow‑through, and measurable outcomes. Demonstrated ability to use data and insights (e.g., engagement, turnover, performance metrics) to inform decisions and drive action. Experience working across HR COEs (e.g., Talent Acquisition, Total Rewards, HRIS), with the ability to influence without direct authority and deliver integrated solutions. Comfort operating in a hands‑on, roll‑up‑your‑sleeves environment, with a strong sense of ownership and accountability for both day‑to‑day work and longer‑term initiatives. Solid knowledge of federal, state, and local laws, statutes, etc. which govern HR compliance and related employment policies and practices. Solid understanding of I‑9 compliance and immigration processes, with the ability to navigate requirements confidently and partner effectively with internal stakeholders and external counsel. A very strong plus. Computer Skills Needed to Perform this Job Proficiency in Microsoft Suites Proficiency in HR systems including Learning Management Systems and Applicant Tracking tools Knowledge of UKG HRIS – a very strong plus PHR, SPHR, or other HR licenses – a very strong plus Certificates, Licenses, Registrations PHR, SPHR, or other HR certifications – a very strong plus. Education Bachelor’s degree or equivalent work experience required We offer a compelling total rewards package that includes a competitive base salary and comprehensive benefits to support your total wellbeing. The base pay range for this position is $96,000 to $157,000 USD Annual. The specific pay offered will depend on qualifications, experience, education and skill set. The compensation offered may also include an annual performance‑based bonus, sales incentive plan or commission target. Our benefits include, but are not limited to, healthcare, life insurance, paid time off, retirement, commuter benefits, and education reimbursement. Exact compensation may vary based on skills, experience, and location. Join our SUPER Team and Enjoy Amazing Benefits! Competitive Compensation: We value your hard work and are proud of our competitive pay for performance philosophy. Comprehensive Health Coverage: Medical, dental, and vision insurance options, plus paid short‑term and long‑term disability coverage. 401(k) Plan with 4% Company Match: Secure your future with our robust retirement plan. Generous Paid Time Off: Take the time you need to recharge and relax. Education Assistance Program: Invest in your growth and development with our support. FSA/HSA Options: Flexible spending and health savings accounts to manage your transportation and dependent care expenses. Employee Wellness: Access to EAP, health, legal, and financial resources to support your overall well‑being. Vibrant Company Culture: Monthly Townhalls, employee recognition programs, and Employee Business Resource Groups (EBRGs) to keep you engaged and connected. Interpersonal Savvy : Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high‑tension situations comfortably. Managing Diversity : Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and gender; hires variety and diversity without regard to class; supports equal and fair treatment and opportunity for all. Problem Solving : Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers. Action Orientated : Enjoys working hard; is action oriented and full of energy for the things that he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others. Organizational Agility : Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations. Perseverance : Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks. Dealing with Ambiguity : Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty. Drive for Results : Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom‑line oriented; steadfastly pushes self and others for results. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Oncourse Home Solutions, LLC