Strategic Human Resources Leader (Northeast & New England regions)

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 one of the largest global insurance and employee benefits brokers, 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 the role

The Strategic Human Resources Leader develops and implements people strategies that align with business goals for two of our largest regional offices: HUB Northeast and HUB New England (2,100 employees, managing 8 Strategic HRBPs and a local People Analytics resource). This role focuses on long-term success through effective talent management, performance, culture building, and employee engagement. It translates the Hub's or Function's growth strategy—including organic expansion, M&A integration, and market penetration—into a workforce and talent strategy that accelerates business outcomes. The role ensures HR investments directly support revenue growth, producer productivity, client retention, and successful deal integration.

The Strategic HR Leader acts as a consultant, partner, and advisor to senior leadership, proactively shaping workforce plans, driving organizational health and effectiveness, and ensuring compliance with legal and corporate requirements. Workforce analytics and metrics inform the local talent/people strategy, measure HR's impact, and demonstrate ROI. This role focuses on developing a high-performing culture that supports business growth and innovation. As a member of the local Executive Management Teams for two regions, this leader shapes business strategy through a talent lens—identifying workforce capabilities, spotting organizational risks, and building the leadership pipeline for long-term growth.

Responsibilities

• Business Acumen:
  • Engage with leaders and stakeholders to gain a deep understanding of business operations and drive value.
  • Apply HR expertise to solve business problems and create competitive advantage through a comprehensive people strategy.
  • Contribute to local business strategy discussions with the Executive Management Team (EMT) by asking thought-provoking questions and stress-testing initiatives from a people perspective.
• Strategic Consulting:
  • Elevate HR’s perception from service provider to thought partner, shaping strategic direction.
  • Act as an internal advisor to leaders, providing expert HR guidance and objective perspective on organizational challenges through critical thinking, influence, problem-solving, and change management.
  • Lead strategic projects and initiatives that enhance culture, engagement, and leadership effectiveness; may also contribute to enterprise-wide HR initiatives.
• M&A Integration:
  • Serve as HR’s lead on all regional acquisitions, partnering with the M&A team from LOI through integration to embed people and culture considerations in deal strategy and execution.
  • Conduct talent and organizational due diligence during acquisitions, assessing leadership capability, compensation structures, cultural alignment, and retention risk—surfacing deal risks and informing valuation adjustments.
  • Design and execute Day 1 readiness plans and 100-day integration roadmaps addressing org structure, leadership retention, compensation harmonization, benefits transition, and cultural onboarding.
• Relationship Management:
  • Develop deep and authentic rapport with the local or Functional EMT by understanding each leader’s priorities, communication preferences, decision-making style, and pain points.
  • Build trust and credibility through follow-through on commitments, confidentiality, business knowledge, and demonstrating HR’s value.
  • Know who needs to be consulted, informed, or brought along for HR initiatives to succeed.
  • Foster strong partnerships with HR colleagues, leveraging collective knowledge to support the business and drive consistent HR practices.
• Talent Management:
  • Establish the Hub’s talent strategy, connecting it to the local business strategy to guide talent decisions and investments.
  • 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.
• 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.
  • Hire, onboard, and integrate new HRBP team members, ensuring they have 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.
• 10-15 years of progressive HR experience with a minimum of 5 years of leadership experience over high-functioning teams.
• 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.
• 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 legislation, HR policies, and practices.
• Experience partnering with Centers of Excellence and HR Support Services with dotted-line or matrixed accountability.
• Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment.
• Creative problem solver who can balance the needs of the business and its people.
• Strong data analysis capabilities with the ability to derive insights and tell stories with data.

Benefits

• Comprehensive benefit and total compensation packages, including health, dental, vision, life, and disability insurance.
• FSA, HSA, and 401(k) accounts.
• Paid-time-off benefits such as vacation, sick, and personal days.
• Eligible bonuses, equity, and commissions for some positions.

Pay

The expected salary range for this position is $200,000–$250,000 and will be impacted by factors such as the candidate’s skills, experience, and working location, as well as the position’s business line, scope, and level.

Schedule

Required travel: Up to 25%.