HR Business Partner

Acrisure

Dynamic HR professional pursuing ambitious goals and winning with a team at Acrisure. Acting as a proactive liaison between HR and the business for organizational impact.

Posted 6/16/2026full-timeWoodbury • New York • 🇺🇸 United StatesMid-LevelSenior💰 $84,405 - $142,743 per yearWebsite

About the role

Key responsibilities & impact

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
Explore external trends in the marketplace and make recommendations on how those could affect internal employees
Take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution
Work with leadership and the broader HR community to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes
Help manage change and uncertainty among employees, providing guidance and support throughout transitions
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
Participate in the evaluation of individual or unique roles as part of the larger business and help address each role’s relative value to ensure that employees are compensated fairly and competitively
Partner with the Compensation team and the Sr. Director of HR to recommend the right balance between base salary, bonuses, and other incentives
Help identify and develop high-potential employees, and work with key partners to ensure 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
Act as and informed advisor to leaders, providing coaching and support as they navigate the complexities and lead their teams through change

Requirements

What you’ll need

Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience
5 or more years in progressive HR with geographically distributed employee populations
1 or more years supporting customer experience functions (client and account management, customer service, claims management, etc.)
Working knowledge of HR best practices, employment law, and organizational behavior
Learning or have some practice or experience facilitating workforce planning processes
Familiarity with facilitating talent management processes, such as talent reviews and succession planning
Demonstrated ability to influence, build relationships, and communicate across multiple levels of an organization
Proven experience managing moderate to high complexity employee relations issues and driving change
Demonstrated problem-solving, analytical, and decision-making skills
Experience in a fast-paced, high-growth, or matrixed environment preferred
SHRM-SCP, SPHR, or equivalent HR certification preferred
Experience working in Finance or Insurance industry preferred
Familiarity with Workday preferred
Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.) preferred

Benefits

Comp & perks

Comprehensive medical insurance
Dental insurance
Vision insurance
Life and disability insurance
Fertility benefits
Wellness resources
Paid sick time
Generous paid time off and holidays
Employee Assistance Program (EAP)
Complimentary Calm app subscription
Immediate vesting in a 401(k) plan
Health Savings Account (HSA) and Flexible Spending Account (FSA) options
Commuter benefits
Employee discount programs
Paid maternity leave
Paid paternity leave (including for adoptive parents)
Legal plan options
Pet insurance coverage

ATS Keywords

✓ Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

HR best practicesemployment laworganizational behaviorworkforce planningtalent managementemployee relationsproblem-solvinganalytical skillsdecision-making

Soft Skills

influencerelationship buildingcommunicationcoachingchange managementcultural integrationemployee motivationtransparencytrust building

Certifications

SHRM-SCPSPHR