Strategic Human Resources Leader, Specialty Program Group

Position Summary The Strategic Human Resources Leader will develop and implement people strategies that align with business goals for Specialty Program Group (SPG), a subsidiary of HUB International. The role focuses on long‑term success through talent management, performance, culture building, and employee engagement. Acting as a consultant, partner, and advisor to senior leadership, the Leader shapes workforce plans, drives organizational health, and ensures compliance with legal and corporate requirements. The Leader orchestrates across the full HR ecosystem, coordinates HR Centers of Excellence, and leads a team of Strategic Human Resources Business Partners (HRBPs). Key Areas of Responsibility Business Acumen Engage leaders and stakeholders to understand business operations; apply HR expertise to solve problems and create competitive advantage through a local people strategy. Contribute to local business strategy discussions, serve as a M&A stakeholder translating deal strategy into organizational reality, and prioritize people initiatives based on business impact. Stay current on industry, labor market, and HR trends to inform talent strategies. Strategic Consulting Elevate HR from service provider to thought partner, advising leaders on organizational challenges using critical thinking, influence, problem‑solving, and change management. Lead strategic projects that enhance culture, belonging, engagement, and leadership effectiveness; apply project and risk management skills to deliver initiatives. Relationship Management Build authentic rapport with executive management; understand priorities and communication styles, maintain confidentiality, and deliver HR value. Foster partnerships with HR Centers of Excellence and HR Support Services to execute programs such as compensation analysis, leader engagement, performance management, and talent development. Talent Management Develop SPG’s talent strategy linked to local business strategy. Apply expertise across the talent lifecycle: workforce planning, succession planning, talent acquisition, development, and retention. Lead employee experience initiatives, change management efforts, and coaching for inclusive high‑performing teams. Data Judgement Leverage resources and tools to collect, manage, and analyze workforce data. Translate metrics into business language, quantify HR initiative impact, and use predictive and prescriptive analysis to drive decisions. Agility Operate in continuous transformation; adopt change as part of daily work, sequence initiatives thoughtfully, and maintain a growth mindset while adapting HR priorities to shifting business needs. People Leadership Lead, coach, and develop a team of Strategic HRBPs. Set performance expectations, conduct reviews, provide coaching, hire and onboard new members, ensure consistent HR practice application, identify skill gaps, and model expected behaviors. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related discipline. Advanced degree or HR certification (PHR, SHRM‑CP, CPHR, or equivalent) preferred. 8‑10 years of progressive Human Resources experience with at least 5 years of leadership experience. Proven experience as an HR Business Partner or HR Leader supporting senior executives and driving strategic HR initiatives. Experience creating and executing short‑ and long‑term HR and talent strategies aligned with business objectives. Comprehensive knowledge across all HR disciplines: talent management, talent acquisition, leadership development, total rewards, employee relations, and HR operations. Knowledge of employment law, applicable legislation, HR policies, and practices. Experience partnering with Centers of Excellence and HR Support Services in a matrixed environment. Strong analytical, project management, communication, influence, and relationship‑building skills. Ability to facilitate difficult conversations and build consensus. Experience leading and developing teams of HRBPs, coaching performance, and building capability. Proficiency with Workday or similar HRIS platforms. Benefits HUB International offers a comprehensive benefits and total compensation package that may include health, dental, vision, life, and disability insurance; flexible spending, health savings, and 401(k) plans; paid‑time‑off benefits such as vacation, sick, and personal days; and eligible bonuses, equity, and commissions for select positions. Equal Employment Opportunity HUB International Limited is an equal‑opportunity employer that does not discriminate on the basis of race, ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, veteran’s status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. #J-18808-Ljbffr