Strategic Human Resources Leader, Specialty Program Group
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
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.
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.
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. Lead change management efforts, helping the organization navigate transformation with agility and resilience, and care and consideration for employees. Provide coaching to leaders to ensure high-performing and inclusive team environments. Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed.
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). Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI.
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. Possess a strong belief in possibility; demonstrate resilience and the ability to change directions and adjust HR priorities rapidly as and when needed as business needs shift.
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. Ensure consistent application of HR practices, standards, and frameworks across the HRBP team, driving quality and alignment in how HR is delivered. Identify skill gaps and development opportunities within the team, working with HR COEs to build HRBP capability over time. Model the behaviors and competencies expected of the Strategic HRBP role, serving as a visible example of HR excellence and business partnership.