Acrisure
Sr. HR Business Partner, Ops & Placement - West
Acrisure, San Diego, California, United States, 92189
Overview
Join to apply for the
Sr. HR Business Partner, Ops & Placement - West
role at
Acrisure .
Location: Poway, CA
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.
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, 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 decisions, and then present alternate explanations and ideas.
Reprioritize actions for immediate implementation of ad-hoc topics or assignments.
Requirements
Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience.
8 or more years in progressive HR with geographically distributed employee populations
3 or more years supporting commercial functions (sales, marketing, business development, etc.)
Deep knowledge of HR best practices, employment law, and organizational behavior
Proven experience facilitating workforce planning processes
Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning
Strong ability to influence, build relationships, and communicate across all levels of an organization
Proven experience managing complex employee relations issues and driving change
Excellent problem-solving, analytical, and decision-making skills
Experience in a fast-paced, high-growth, or matrixed environment preferred
Preferred Qualifications
SHRM-SCP, SPHR, or equivalent HR certification
Experience working in Finance or Insurance industry
Familiarity with Workday
Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.)
Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership.
Benefits and Perks
Competitive compensation
Generous vacation policy, paid holidays, and paid sick time
Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)
Company-paid Short-Term and Long-Term Disability Insurance
Company-paid Group Life insurance
Company-paid Employee Assistance Program (EAP) and Calm App subscription
Employee-paid Pet Insurance and optional supplemental insurance coverage
Vested 401(k) with company match and financial wellness programs
Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options
Paid maternity leave, paid paternity leave, and fertility benefits
Career growth and learning opportunities
…and so much more!
Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.
Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children’s Hospital in Grand Rapids, Michigan, UPMC Children’s Hospital in Pittsburgh, Pennsylvania and Blythedale Children’s Hospital in Valhalla, New York.
At Acrisure, we firmly believe that an inclusive workforce drives innovation, creativity, and ultimately, our collective success.
We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Acrisure also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination.
Acrisure also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email leaves@acrisure.com.
California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.
Seniority level Mid-Senior level
Employment type Full-time
Job function Human Resources Industries: Insurance
Pay details and additional postings may be found on the company site.
#J-18808-Ljbffr
Sr. HR Business Partner, Ops & Placement - West
role at
Acrisure .
Location: Poway, CA
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.
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, 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 decisions, and then present alternate explanations and ideas.
Reprioritize actions for immediate implementation of ad-hoc topics or assignments.
Requirements
Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience.
8 or more years in progressive HR with geographically distributed employee populations
3 or more years supporting commercial functions (sales, marketing, business development, etc.)
Deep knowledge of HR best practices, employment law, and organizational behavior
Proven experience facilitating workforce planning processes
Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning
Strong ability to influence, build relationships, and communicate across all levels of an organization
Proven experience managing complex employee relations issues and driving change
Excellent problem-solving, analytical, and decision-making skills
Experience in a fast-paced, high-growth, or matrixed environment preferred
Preferred Qualifications
SHRM-SCP, SPHR, or equivalent HR certification
Experience working in Finance or Insurance industry
Familiarity with Workday
Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.)
Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership.
Benefits and Perks
Competitive compensation
Generous vacation policy, paid holidays, and paid sick time
Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)
Company-paid Short-Term and Long-Term Disability Insurance
Company-paid Group Life insurance
Company-paid Employee Assistance Program (EAP) and Calm App subscription
Employee-paid Pet Insurance and optional supplemental insurance coverage
Vested 401(k) with company match and financial wellness programs
Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options
Paid maternity leave, paid paternity leave, and fertility benefits
Career growth and learning opportunities
…and so much more!
Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.
Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children’s Hospital in Grand Rapids, Michigan, UPMC Children’s Hospital in Pittsburgh, Pennsylvania and Blythedale Children’s Hospital in Valhalla, New York.
At Acrisure, we firmly believe that an inclusive workforce drives innovation, creativity, and ultimately, our collective success.
We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Acrisure also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination.
Acrisure also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email leaves@acrisure.com.
California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.
Seniority level Mid-Senior level
Employment type Full-time
Job function Human Resources Industries: Insurance
Pay details and additional postings may be found on the company site.
#J-18808-Ljbffr