The HR Business Partner will report to the Director, HR for Retirement & Wealth. This role is responsible for acting as a partner to multiple business units by integrating corporate HR strategy with business unit strategy and providing professional HR guidance and support with the primary objective of adding value to the business. Contributes to business strategy by helping leaders to identify, prioritize, and build talent capabilities, structures, and processes. Serves as the business unit's primary contact regarding HR initiatives and activities leverages various HR COEs to deliver solutions and outstanding service in recruiting, compensation, benefits, training, and other areas of HR. Demonstrates a high degree of business acumen, HR management of non-exempt (hourly) employees, industry trends and practices, and HR regulatory environment. Engages with employees as well as the highest levels of leadership within the organization providing HR leadership, collaboration, change management, driving accountability for results, and influences management decisions on a variety of complex employee issues.

• Partner with the business to develop and deliver client centric solutions that support their business needs and align to the Company Human Capital Strategy.
• Provide optimal coaching services for both routine and complex HR matters by expeditiously responding to inquiries, through timely and appropriate resolution, and crafting well-written, comprehensive responses with necessary details including appropriate data.
• Build strong relationships and become a trusted advisor to business leaders. Collaborate closely to understand their needs and provide HR expertise to support and drive business success.
• Drive Inspira’s HR Transformation/Continuous Improvement by identifying process improvements and addressing ER, comp, recruiting, talent, and other issues by partnering with appropriate HR COEs and business leaders to enable the most efficient, engaged and productive workforce.
• Identify and mitigate legal and reputational risk, including coaching on people management skills, investigating ER complaints, and thoroughly managing and documenting an end-to-end investigation plan, guiding Leaders on complex employee issues, identifying problematic documentation or behavior, and escalating to HR Leadership or Legal as appropriate.
• Assist in designing and executing organizational design (strategy to structure), career path, and succession plans for primarily non-exempt population.
• Partner with business and HR COEs to define workforce strategy and aggressively move forward to hire key talent.
• Support business leaders in the performance management employee review lifecycle and help leaders define employee development opportunities (Individual Development Plans, Performance Improvement Plans, etc.) that align with business goals and company values and behaviors.
• Facilitate semi-annual talent review sessions and define actions plans.
• Dive in to resolve and investigate employee relations issues.
• Take an active role in the annual compensation review (ACR) process and coach leaders on decision making and performance recommendations.
• Consult regarding HR best practices within areas of employee relations, compensation, performance management, recruiting and leadership.
• Analyze employee internal and external trends (i.e., turnover, employee relations issues, staffing challenges, low engagement scores, etc.) to identify root cause and define action plans with business leaders.
• Other duties as assigned.

Supervisory Responsibilities:
• Manage a program or specialty area of the business.
• Communicate clear priorities and relevant information to implement day-to-day work.
• Resolve the most difficult problems facing the team, program, or specialty area.
• Uniformly identify high performers who consistently produce quality work.
• Identify the right situations for coaching, feedback, and training.
• Remove barriers for team. Ensure team members have all the tools, resources, and context to execute.
• Has a good understanding of their team's strengths and opportunities, capitalizing on their strengths and coaching opportunities.