Strategic Human Resources Leader

ABOUT US

At HUB International, we are a team of entrepreneurs. We believe in protecting and supporting the aspirations of individuals, families, and businesses. We help our clients evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees to learn, grow, and make a difference. Our structure enables our teams to maintain their own unique, regional culture while leveraging support and resources from our corporate centers of excellence.

HUB is the 5th largest global insurance and employee benefits broker, providing a boundaryless array of business insurance, employee benefits, risk services, personal insurance, retirement, and private wealth management products and services. With over $5 billion in revenue and almost 20,000 employees in 600 offices throughout North America, HUB has grown substantially, in part due to our industry leading success in mergers and acquisitions.

ABOUT SPECIALTY PROGRAM GROUP (SPG)

Specialty Program Group is a wholly owned subsidiary of Hub International, established in 2015 to acquire and scale best-in-class specialty insurance businesses. With over 1,300 employees across 35 operating companies, SPG has grown to manage billions in gross written premium with 13%+ organic growth since founding.

Position Summary

The Strategic Human Resources Leader develops and implements people strategies that align with business goals for a Specialty Program Group (SPG), a subsidiary of HUB International. They focus on long-term success through effective talent management and performance, culture building and employee engagement.

The Strategic Human Resources Leader acts as a consultant, partner and advisor to the most senior level of leadership locally by proactively shaping workforce plans, driving organizational health and effectiveness, and ensuring compliance with legal and corporate requirements. Workforce analytics and metrics are used to inform the local talent/people strategy, measure HR's impact, and demonstrate ROI. In essence, this role focuses on developing a high-performing culture that supports business growth and innovation.

This role sits at the center of the Strategic Human Resources Operating Model, serving as the primary point of accountability for HR delivery within Specialty Program Group. The Strategic Human Resources Leader orchestrates across the full HR ecosystem, including HR Centers of Excellence (HR Operations, Total Rewards, Talent Development, Talent Acquisition, etc.) and HR Support Services, to ensure coordinated, consistent, and high-quality HR solutions. This role emphasizes collaboration, influence, coordination, and alignment between the field and the enterprise center.

Further, this role is accountable for leading and developing a team of Strategic Human Resources Business Partners (HRBPs) in the Specialty Program Group. This includes hiring, onboarding, coaching, mentoring, development, and performance management. The Strategic Human Resources Leader proactively identifies and adapts roles and talent to ensure both are set up to help the business reach its goals.

Key Areas of Responsibility

Business Acumen

• Engage with leaders and other various stakeholders to gain a deep comprehension of business operations and use that knowledge to drive value.
• Apply HR expertise to solve business problems and create competitive advantage through a comprehensive and local people strategy.
• Actively contribute to local business strategy discussions with the local Executive Management Team by asking thought provoking questions and helping stress-test business initiatives from a people perspective.

Strategic Consulting

• Elevate Human Resources’ perception from service provider to thought partner who can help shape strategic direction vs. executing against it.
• Act as an internal advisor and thought partner to leaders, providing expert HR guidance and objective perspective on organizational challenges through effective critical thinking, influence, problem solving and change management.
• Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise.

Relationship Management

• Develop deep and authentic rapport with Specialty Program Group’s executive management team by understanding each leader's priorities, communication preferences, decision-making style, and pain points, building trust and credibility by follow through on commitments, maintaining confidentiality, demonstrating business knowledge, and consistently showing HR's value.
• Know who needs to be consulted, informed, and brought along the journey for different HR initiatives to succeed.
• Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices.

Talent Management

• Establish Specialty Program Group’s talent strategy, which connects to the local business strategy. This roadmap guides talent decisions and investments.
• Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives.
• Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness.

Data Judgement

• Leverage resources and tools to collect, manage, and analyze workforce data.
• Translate metrics into business language that demonstrates the relationship between talent and performance, i.e., measures such as revenue per employee, quality of hire, and retention impact on client satisfaction, and equip HRBPs (where applicable) to tell compelling data stories with managers.
• Focus on predictive analysis (what will happen) and prescriptive data (recommendations on what we should do) vs. historical data (what happened).

Agility

• Operate in a state of continuous transformation and evolution vs. episodic change, adopting change as a part of daily work life and building muscle memory for adaptation.
• Monitor the organization for change fatigue, partnering with leaders to ensure change initiatives are sequenced thoughtfully and not overwhelming people with too much change too fast.
• Exhibit a growth mindset by being adaptable, receptive to new ideas and seeking opportunities to learn and implement newfound insights and information that better support the business.

People Leadership

• Lead, coach, and develop a team of Strategic HR Business Partners, fostering a high-performing, collaborative, and growth-oriented team culture.
• Set clear performance expectations for the HRBP team aligned to the Strategic HR Operating Model, conducting regular performance reviews and providing ongoing coaching and development.
• Hire, onboard, and integrate new HRBP team members, ensuring they are equipped with the tools, knowledge, and relationships needed to succeed.

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 a minimum of 5 years of previous leadership experience.
• Proven experience as an HR Business Partner or HR Leader supporting senior executives and driving strategic Human Resources initiatives.
• Experienced with creating and executing short- and longer-term HR and talent strategies aligned with business objectives.
• Demonstrated ability to act as a trusted advisor and partner to senior level leaders.
• Comprehensive knowledge across all HR disciplines: talent management, talent acquisition, leadership development, total rewards, employee relations, and HR Operations.
• Demonstrated knowledge of employment law and other applicable legislations, and HR policies and practices.

JOIN OUR TEAM

Do you believe in the power of innovation, collaboration, and transformation? Do you thrive in a supportive and client focused work environment? Are you looking for an opportunity to help build and drive change in a rapidly growing and evolving organization? When you join HUB International, you will be part of a community of learners and doers focused on our Core Values: entrepreneurship, teamwork, integrity, accountability, and service.

Disclosure required under applicable law in California, Colorado, Illinois, Maryland, Minnesota, New York, New Jersey, and Washington states: The expected salary range for this position is $140,000 to $160,000 and will be impacted by factors such as the successful candidate’s skills, experience and working location, as well as the specific position’s business line, scope and level. If you believe that your qualifications and experience surpass the minimum requirements for this role, we encourage you to submit your application. By doing so, we will be able to keep your application on file for consideration for potential future positions within our organization. HUB International is proud to offer comprehensive benefit and total compensation packages which could include health/dental/vision/life/disability insurance, FSA, HSA and 401(k) accounts, paid-time-off benefits such as vacation, sick, and personal days, and eligible bonuses, equity and commissions for some positions.