HR Business Partner

Indulge your passion for problem-solving and embrace the thrill of addressing risk head-on at Gallagher's global brokerage team. Join a family of diverse minds, united by a relentless pursuit of excellence. As part of our team, you'll be the architect of protection, safeguarding businesses and empowering their ambitions. Together, we'll build a legacy of trust and triumph in the dynamic world of risk management.

We believe that every candidate brings something special to the table, including you! So, even if you feel that you’re close but not an exact match, we encourage you to apply.

As an HR Business Partner, you will play a critical role in aligning human resources strategies with business objectives. You will work closely with leadership and employees to foster a positive work environment, drive organizational effectiveness, and support the achievement of business goals. Your expertise in HR practices, talent alignment, and strategic planning will be essential in delivering comprehensive HR solutions.

Strategic HR Partnership:

• Collaborate with business leaders to understand their goals and challenges and provide strategic HR guidance to support business objectives.
• Analyze current workforce capabilities and future needs to ensure the organization has the right talent in place. This includes succession planning, talent acquisition, and retention strategies to meet long-term business goals.
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Partner with the business to on HR Initiatives and guidance on day-to-day employee support.

Performance Management:

• Drive the performance management process, ensuring alignment with organizational goals and providing coaching to managers on effective performance feedback.
• Analyze performance metrics and recommend improvements to enhance productivity and employee engagement.

Mergers and Acquisitions (M&A):

• Participate in the due diligence process to assess the aspects of potential acquisitions, including organizational structure, culture, talent, compensation, benefits, and HR-related liabilities.
• Lead change management initiatives to support employees through the transition, including communication strategies, training programs, and support systems.
• Assess and manage talent retention risks during the M&A process, developing strategies to retain key talent and integrate new employees.
• Work to align the cultures of merging organizations, identifying cultural differences and developing strategies to bridge gaps.
• Serve as a key point of contact for communication related to the M&A process, ensuring employees are informed and engaged.
• Manage employee relations issues that may arise during the M&A process, providing support and guidance to resolve conflicts.

Change Management:

• Lead and support change management initiatives to drive organizational transformation and ensure smooth transitions.
• Identify and address organizational challenges by developing programs that improve efficiency, culture, and employee engagement. 

Talent Management:

• Support talent acquisition efforts by partnering with recruitment teams to identify and attract top talent.
• Facilitate talent development initiatives, including training programs, career development plans, and succession planning.

Compensation and Sales Plans:

• Collaborate with compensation specialists to design, implement, and manage competitive compensation programs, including base salary, bonuses, and incentives.
• Develop and administer sales compensation plans that align with business objectives and motivate sales teams to achieve targets.
• Analyze compensation data to ensure market competitiveness and internal equity, and make recommendations for adjustments as needed.
• Provide guidance to managers and employees on compensation-related matters, including salary reviews and incentive programs.

Data Analysis and Reporting:

• Utilize HR metrics and analytics to provide insights and recommendations to business leaders.
• Prepare and present reports on HR activities and trends to support data-driven decision-making.

• Qualifications:

  • Bachelor’s degree in human resources, Business Administration, or a related field.
  • Minimum of 5 years of experience in an HR Business Partner or similar role.
  • Strong knowledge of HR practices, employment laws, and regulations.
  • Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.
  • Proven ability to handle sensitive and confidential information with discretion.
  • Strong problem-solving skills and the ability to manage multiple priorities in a fast-paced environment.
  • Proficiency in HRIS systems and Microsoft Office Suite.

  Preferred Qualifications:

  • Experience in the insurance or financial services industry.
  • Master’s degree in human resources or related field.
  • HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).

#LI-JO1

On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. 

 Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve:

• Medical/dental/vision plans, which start from day one!
• Life and accident insurance
• 401(K) and Roth options
• Tax-advantaged accounts (HSA, FSA)
• Educational expense reimbursement
• Paid parental leave

Other benefits include:

• Digital mental health services (Talkspace)
• Flexible work hours (availability varies by office and job function)
• Training programs
• Gallagher Thrive program – elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing
• Charitable matching gift program
• And more...

We value inclusion and diversity

Click Here to review our U.S. Eligibility Requirements and Pay Disclosure Statement

Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work.

Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest.

Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws.

Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.