Strategic Human Resources Leader, Specialty Program Group

About the role

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 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. The Strategic Human Resources Leader orchestrates across the full HR ecosystem, including HR Centers of Excellence (HR Operations, Total Rewards, Talent Development, Talent Acquisition, etc.) and HR Support Services, to ensure coordinated, consistent, and high-quality HR solutions. This role emphasizes collaboration, influence, coordination, and alignment between the field and the enterprise center. Further, this role is accountable for leading and developing a team of Strategic Human Resources Business Partners (HRBPs) in the Specialty Program Group. This includes hiring, onboarding, coaching, mentoring, development, and performance management. The Strategic Human Resources Leader proactively identifies and adapts roles and talent to ensure both are set up to help the business reach its goals. Key Areas of Responsibility: Business Acumen: Engage with leaders and other various stakeholders to gain a deep comprehension of business operations and use that knowledge to drive value. Apply HR expertise to solve business problems and create competitive advantage through a comprehensive and local people strategy. Actively contribute to local business strategy discussions with the local Executive Management Team by asking thought provoking questions and helping stress-test business initiatives from a people perspective. Serve as a key stakeholder for M&A, translating deal strategy into organizational reality while retaining and developing talent, helping to increase productivity and build a cohesive culture. Know how to identify, prioritize, and execute on people initiatives based on business impact vs. HR trends. Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies. Strategic Consulting: Elevate Human Resources' perception from service provider to thought partner who can help shape strategic direction vs. executing against it. Act as an internal advisor and thought partner to leaders, providing expert HR guidance and objective perspective on organizational challenges through effective critical thinking, influence, problem solving and change management. Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise. Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion. Relationship Management Develop deep and authentic rapport with Specialty Program Group's executive management team by understanding each leader's priorities, communication preferences, decisi