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MassMutual

<div>HR Business Partner
HR Consulting &ndash; Enterprise Technology Team
Full-Time
Boston, MA, New York, NY or Springfield, MA
The Opportunity:
The HR Business Partner (HRBP) will join the HR Consulting team and lead the development and implementation of human capital strategy requirements to successfully execute client business strategy by providing human resources consultation and support to the ETX organization. You will use your knowledge of various human resources functions and disciplines, including staffing, compensation, benefits, learning, DE&amp;I, talent management, organizational effectiveness and employee relations to provide tactical and strategic HR support. You will consult with business unit management in the strategic planning process and development of human resources strategies that support the unit's business needs. You will engage other human resources functions when necessary. Advanced knowledge in a variety of concepts, practices, and procedures within HR body of knowledge with demonstrated expertise in influencing business strategy and shaping HR strategic direction will ensure success. This role will be assigned to support senior business leaders that report directly to the company's Head of ETX.
The Team:
The Enterprise Technology &amp; Experience HR Business Partner team is a highly consultative group of HR professionals focused on developing and implementing end to end talent strategies that enable business performance and results.
The Impact:
Investing in the Organization<ul><li>Active participant and influencer in the business strategy &amp; planning process</li><li>Leverage internal and external data to influence and advise on all aspects of the talent ecosystem</li></ul>
Brokering Knowledge<ul><li>Engage, advocate and partner with HR COE&rsquo;s to help business leaders achieve their goals</li><li>Consistently share strategic business updates from client group with HR community to build broader business acumen</li></ul>
Talent Management<ul><li>Contribute to development of holistic BU/CU talent strategy and apply to SBU as appropriate by leveraging Talent Management&rsquo;s standardized tools and practices</li><li>Drive on-going dialogue around talent pipeline to ensure top talent for both now and the future to support business goals</li><li>Partner with leaders on driving intentional talent mobility &ndash; within and across BU/CU&rsquo;s</li></ul>
Organizational Effectiveness<ul><li>Lead organizational design discussions to ensure appropriate processes, rewards, structure, and people are in place to deliver on strategic priorities</li><li>Partner with leaders to create plans based on feedback from stakeholders for increased engagement and organizational effectiveness</li></ul>
Inclusion<ul><li>Integrate inclusion as an intentional topic and priority across all talent touch points</li><li>Build cultural competence and be a sought-after partner and advisor to business leaders
</li><li>Role model and champion inclusive leadership to support our cultural journey</li></ul>
The Minimum Qualifications<ul><li>
Bachelor&rsquo;s Degree</li><li>
5+ years of experience working in HR, including consultative HRBP experience</li></ul>
The Ideal Qualifications<ul><li>
8+ years of experience working in HR, with at least 5+ years of HRBP experience</li><li>
Experience supporting technology functions and/or non-U.S. organizations</li><li>
Strong communication skills, work ethic, passion for learning, resilience, self-motivation and self-awareness</li><li>
Experience in executive level presentations, influencing and leading through change</li><li>
Understanding of complex and high value compensation plans</li><li>
Proficient in Microsoft Office Suite</li><li>
Proactive leader with an agile mindset and an eagerness to lead transformation</li></ul>
What to Expect as Part of MassMutual and the Team<ul><li>
Regular meetings with leaders aligned with Enterprise Technology &amp; Experience</li><li>
Focused one-on-one meetings with your manager</li><li>
Networking opportunities including access to Asian, Hispanic/Latinx, African American, women, LGBTQIA+, veteran and disability-focused Business Resource Groups</li><li>
Access to learning content on Degreed and other informational platforms</li><li>
Your ethics and integrity will be valued by a company with a strong and stable ethical business with industry leading pay and benefit</li></ul>
Must be eligible to work in the US without requiring sponsorship
#LI-FT1
MassMutual is an equal employment opportunity employer. We welcome all persons to apply. 
 
If you need an accommodation to complete the application process, please contact us and share the specifics of the assistance you need.
 
 
California residents: For detailed information about your rights under the California Consumer Privacy Act (CCPA), please visit our California Consumer Privacy Act Disclosures page.</div>

HR Business Partner

Adler and Allan

<div>HR Business Partner
Remote - With travel as required
Hours: 37.5 Mon-Fri - Please note that additional hours and overnight stays may be required to meet the business needs
Competitive salary plus benefits 
We are seeking an experienced and ambitious HR Business Partner to work hand in hand with the business to understand the organisation's strategy and goals, appreciating people demographics, the organisational culture, and developing people solutions and interventions that support the business objectives while enabling employees to achieve the highest performance.<h3 class="jobSectionHeader"> 
Key tasks and responsibilities</h3> 
<ul><li>
Work as a business partner, partnering with the assigned businesses and functions developing the direction and culture of the businesses and functions in line with the Head of HR and the HR department's overall strategy.</li><li>
Working in partnership with managers to identify opportunities and influence more effective organisational design and use of people through job analysis, job redesign, restructuring, redeployment, training/development, and performance management processes.</li><li>
Review and develop HR best practice and service offering within the businesses and functions to best drive efficiencies and effectiveness.</li><li>
Instill effective performance management and talent processes to ensure the businesses and functions are fit for future.</li><li>
Influence, coach, and mentor managers in the use of policies, procedures, HR frameworks and employment legislation.</li><li>
Work closely with the HR Centres of Excellence, including Communications, Operations and Recruitment to act as a conduit into your businesses and functions, whilst driving support from the CoE's to resolve issues and action lessons learnt.</li><li>
Actively support, facilitate, and contribute to Group HR and wider business initiatives, ensuring that they are effectively delivered and embedded locally/divisionally.</li></ul><h3 class="jobSectionHeader"> 
Knowledge &amp; Experience 
</h3> 
<ul><li>Experience of performing a similar role, within a relevant environment.</li><li>
Able to demonstrate leadership qualities with excellent interpersonal skills.</li><li>
Able to influence leaders with suggestions and ideas on organisational design and use of people through job analysis, job redesign, restructuring, redeployment, training/development, and performance management processes.</li><li>
Evidence of sound knowledge of employment legislation</li><li>
Able to develop proactive and pragmatic HR solutions.</li><li>
Able to effectively deal with conflicting priorities and withstand pressure.</li><li>
Take ownership of results and ensuring work is completed efficiently and effectively.</li><li>
Forward thinking, looking for opportunities to help the business succeed.</li><li>
Effective influencing skills and gravitas to ensure credibility with the business.</li><li>
Think creatively, question the status quo, drive, and manage new ideas to achieve the company vision and goals.</li><li>
Analyses and interprets data, identifying trends and making recommendations.</li><li>
Communication, negotiation, analytical and problem-solving skills.</li><li>
Project management and change management experience.</li><li>
Holder of a professional HR qualification or qualified by experience.</li></ul> 
What we can offer you:<ul><li>
Enhanced maternity, paternity and adoption pay and leave</li><li>
Company pension</li><li>
Life assurance scheme (x4 salary)</li><li>
Medicash Plan (includes cash payments towards dental, medical, therapeutic treatments) with the option to add up to 4 dependants</li><li>
 Refer a friend scheme</li><li>
Employee assistance programme (access to GP appointments and mental health support)</li><li>
Competitive annual leave plus bank holidays</li><li>
Training and career progression opportunities</li></ul> 
About us:
At Adler and Allan Group, we're not just a company - we're environmental champions committed to protecting our planet while helping businesses thrive. We're a diverse, dynamic team dedicated to providing top-tier environmental, energy and water infrastructure services across the UK. Our mission is clear: safeguarding the environment, minimising operational disruptions, and supporting sustainability goals for our valued clients. 
Adler and Allan are committed to fostering diversity and inclusion in our workplace. We proudly embrace equal opportunities for all applicants, regardless of race, colour, religion, sex, sexual orientation, gender identity or national origin. If you require any support with your application, whatever the circumstance, please let us know.</div>

Societe Generale

<div>
 Reference 25000P3U
 
 
 
 Responsibilities
 
 
 
 The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to all employee lifecycle components in their scope.
 
 
 This role will partner with and support an HR lead in all areas described below.
 
 
 Day to day responsibilities include but not limited to:
 
 
 Career Management and Mobility
 
 
 <ul>
 <li>
 HR advisory to the Business
 </li>
 <li>
 Provides guidance and advice to Business Partners in all aspects of performance management
 </li>
 <li>
 Advises Business Partners on strategic HR planning
 </li>
 <li>
 Ensures accuracy in the HR systems of data pertaining to staff
 </li>
 <li>
 "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication
 </li>
 <li>
 Advises and supports employees with regard to internal career management
 </li>
 <li>
 Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force
 </li>
 <li>
 Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic
 </li>
 <li>
 Ability to work across Business Lines and influence effectively
 </li>
 <li>
 Supports the formulation of appropriate training and development plan and influences the local training offering
 </li>
 <li>
 Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
 </li>
 <li>
 Proactively works with the Business to ensure that each "key" employee has the necessary development plans
 </li>
 <li>
 Educates and promotes the use of managerial tools and training resources
 
 
 </li>
 </ul>
 Recruitment
 
 
 <ul>
 <li>
 HR advisory to the Business - With the management and COOs of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
 </li>
 <li>
 Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
 </li>
 <li>
 Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
 </li>
 <li>
 Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
 </li>
 <li>
 Assists with the candidate selection and interview process in conjunction with line management
 </li>
 <li>
 Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
 </li>
 <li>
 Works with immigration team as needed to initiate or transfer visas
 </li>
 <li>
 Partners with the junior program team on incoming summer/full time analysts integrating into their business lines
 </li>
 <li>
 The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy, including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
 
 
 </li>
 </ul>
 Exit Management
 
 
 <ul>
 <li>
 Proactively supports managers to prevent unnecessary redundancies by anticipating short- and long-term business needs
 </li>
 <li>
 Develops and trains managers in all aspects of managing poor performance
 </li>
 <li>
 Gathers data from exit interviews and supplies back to managers to identify trends/risks
 </li>
 <li>
 Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
 </li>
 <li>
 Carries out all terminations for the business line they support
 </li>
 <li>
 Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.
 
 
 </li>
 </ul>
 
 Compensation
 
 
 
 <ul>
 <li>
 Delivers regular market intelligence to managers and manages position matching for industry benchmarking
 </li>
 <li>
 Advise Business Partners with the compensation review of their teams, anticipating strategic planning
 </li>
 <li>
 Work with the Specialist team to build packages for recruitment, mobility, departure and retention
 </li>
 <li>
 Coordinates the annual compensation review for their client group with the specialist teams
 
 
 </li>
 </ul>
 
 Required
 
 
 
 
 Profile required
 
 
 
 DIVISION DESCRIPTION:
 
 
 With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on how to best meet and exceed the needs of our business partners. As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, safe, and employee-centric environment where all can thrive to achieve their best potential. The HR team is composed of 5 teams: (1) Strategy, Transformation and Talent Acquisition, (2) Career Advisory, (3) Diversity, Talent, and Development, (4) Total Rewards, and (5) Projects, Efficiencies, and Analytics.
 
 
 SKILLS AND QUALIFICATIONS:
 
 
 Required:
 
 
 <ul>
 <li>
 Strong sense of accountability and ownership
 </li>
 <li>
 Strong organizational and time management skills
 </li>
 <li>
 Ability to work effectively in a team environment and ability to adapt to a rapidly changing business and regulatory environment
 </li>
 <li>
 Identify, resolve and escalate issues, risks, action items and decisions
 </li>
 <li>
 Coordinate the involvement of external consultants as needed
 </li>
 <li>
 Develop and deliver reporting and tracking of projects
 </li>
 <li>
 Document and report project status to key stakeholders
 </li>
 <li>
 Balance multiple duties efficiently and effectively
 </li>
 <li>
 Process oriented and ability to see bigger picture
 </li>
 <li>
 Detail oriented and organized
 </li>
 <li>
 Ability to influence appropriate levels of management and provide sound guidance in real time
 </li>
 <li>
 Computer proficiency: Microsoft Office (Excel, Word, PowerPoint)
 
 
 </li>
 </ul>
 
 Prior Work Experience
 
 
 
 <ul>
 <li>
 3 to 5 years of Human Resources Business Partner experience in a similar capacity, preferably within financial services
 
 
 </li>
 </ul>
 EDUCATION
 
 
 <ul>
 <li>
 Bachelors Degree
 
 
 </li>
 </ul>
 
 Business insight
 
 
 
 Societe Generale is committed to offering an inclusive recruitment experience to all candidates. If you require any reasonable accommodations during the recruitment process, please do not hesitate to let our Recruiters know.
 
 
 
 OUR CULTURE:
 
 
 
 At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate. For more information about our Culture and Conduct initiatives, please visit this link (https://americas.societegenerale.com/en/careers/get-know-culture/)
 
 
 
 DIVERSITY, INCLUSION &amp; BELONGING (&ldquo;DIB&rdquo;):
 
 
 
 Our DIB Mission: Recruit, develop, retain and advance a talented workforce that is united in our efforts to leverage our talent and further develop an inclusive environment that will enhance our competitive position and deliver innovative solutions to our clients. It seeks to foster an environment where employee differences are valued and where all employees feel engaged, supported, respected, and informed. For more information about our DIB initiatives, please visit this link: https://americas.societegenerale.com/en/careers/get-know-diversity/
 
 
 
 HYBRID WORK ENVIRONMENT:
 
 
 
 Societe Generale offers a hybrid work arrangement that offers employees the flexibility to work remotely, as well as on-site, in order to promote interaction and collaboration with colleagues while adhering to all SG standard protocols. Hybrid work arrangements vary based on business area. The applicable business lines will determine and communicate the work arrangements that best meet their business needs.
 
 
 
 COMPENSATION:
 
 
 
 Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience. The role is eligible for an annual discretionary bonus and includes a competitive benefits package including 401(k) plan with company match, medical/dental/vision, and other benefits for fertility, wellness, student loans and commuters.
 
 
 
 Diversity and Inclusion
 
 
 
 Societe Generale is an equal opportunity employer, and we are proud to make diversity a strength for our company. We are committed to recognizing and promoting the talents and achievements of our employees and staff, regardless of race, religion, color, national origin, sex, disability, age, gender, sexual orientation, and any other characteristic or status protected under applicable law.
</div>

Gateway Community Service Board

<div><div><div><div><h1 class="jobSectionHeader">Job Title:</h1>
HR Business Partner</div><div><h1 class="jobSectionHeader"> 
Department:</h1>
Human Resources</div></div><div><div><h1 class="jobSectionHeader"> 
Reports to:</h1>
HR Director</div></div></div><h1 class="jobSectionHeader"> 
Job Summary:</h1>
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.<h1 class="jobSectionHeader"> 
Supervisory Responsibilities:</h1><ul><li>
This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.</li></ul><h2 class="jobSectionHeader">
</h2><h2 class="jobSectionHeader">
 Duties/Responsibilities:</h2><ul><li>
Conducts weekly meetings with respective business units.</li><li>
Consults with line management, providing HR guidance when appropriate.</li><li>
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.</li><li>
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.</li><li>
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.</li><li>
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).</li><li>
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.</li><li>
Provides HR policy guidance and interpretation.</li><li>
Develops contract terms for new hires, promotions and transfers.</li><li>
Provides guidance and input on business unit restructures, workforce planning and succession planning.</li><li>
Identifies training needs for business units and individual executive coaching needs.</li><li>
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.</li><li>
Performs training facilitation as needed as it relates to train-the-trainer</li><li>
Performs other related duties as assigned.</li></ul><h2 class="jobSectionHeader"> 
Required Skills/Abilities:</h2><ul><li>
Excellent verbal and written communication skills.</li><li>
Excellent interpersonal and customer service skills.</li><li>
Excellent organizational skills and attention to detail.</li><li>
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.</li><li>
Ability to acquire a thorough understanding of the organization&rsquo;s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.</li><li>
Excellent time management skills with a proven ability to meet deadlines.</li><li>
Strong analytical and problem-solving skills.</li><li>
Proficient with Microsoft Office Suite or related software.</li></ul><h2 class="jobSectionHeader"> 
Education and Experience:</h2><ul><li>
Minimum of 8 years of experience resolving complex employee relations issues.</li><li>
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.</li><li>
Bachelor&rsquo;s degree required in Business, HR, or other similar field</li><li>
Master&rsquo;s degree in Business, HR, or other similar field preferred</li><li>
Preference to candidates who have successfully completed and maintained SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification</li></ul><h2 class="jobSectionHeader"> 
Physical Requirements:</h2><ul><li>
Prolonged periods of sitting at a desk and working on a computer.</li><li>
Must be able to lift up to 15 pounds at times.</li></ul> 
8+ yrs, BS in Business or HR Required, MS in Business or HR preferred, SHRM preferred 
 
25% travel required</div>

Quad

As a global marketing experience company, Quad's goal is to help our clients win every day. We use our data-driven integrated marketing and manufacturing platform to streamline solutions for our clients, reduce friction and enhance their marketing spend effectiveness. We've built a rich legacy by believing in our people, allowing them to act like owners and to take charge of their own success. Whether an operator, sales rep, a graphic artist or a clinician, we're all driven to perform at our best- for ourselves and our clients. At our core, we're a company that believes we can always create a better way. Overview: The HR Business Partner (HRBP) will serve as a strategic and operational partner supporting both day-to-day HR needs and longer-term organizational initiatives to Rise, Quad's full-service omni-channel media agency. Rise delivers data-driven marketing solutions for brands, combining speed, precision, and integrity in all we do. This role will focus on talent management, employee relations, performance and development, and workforce planning, while driving HR initiatives that strengthen the agency's culture, support business goals, and enable high-performing teams. Key Responsibilities: <ul><li>Partner with Rise leadership to manage staffing, onboarding/offboarding, performance management, and employee relations. </li></ul> <ul><li>Provide guidance and support on HR policies, compliance, and workforce planning. </li></ul> <ul><li>Lead and implement HR initiatives and projects that align with agency goals. </li></ul> <ul><li>Analyze HR metrics, identify trends, and make recommendations to improve performance, engagement, and retention. </li></ul> <ul><li>Collaborate with other HRBPs to ensure consistent support across the agency and shared coverage of responsibilities. </li></ul> <ul><li>Support employee development, recognition, and engagement initiatives to foster a positive workplace culture. </li></ul> <ul><li>Serve as a trusted advisor to leadership and employees, addressing complex HR challenges with discretion and professionalism. </li></ul> <ul><li>Track HR metrics, assist with reporting, and provide analysis to inform HR decisions. </li></ul> <ul><li>Contribute to culture-building, engagement, and recognition initiatives within the agency. </li></ul> Qualifications: <ul><li>3-5+ years of HR experience, with a strong preference for prior HRBP experience. </li></ul> <ul><li>Bachelor's degree in Human Resources, Business Administration, or related field. </li></ul> <ul><li>Demonstrated ability to manage multiple priorities and navigate complex HR issues. </li></ul> <ul><li>Strong interpersonal, communication, and problem-solving skills. </li></ul> <ul><li>Ability to work on-site in Chicago and collaborate in person with agency leadership and employees. </li></ul> Employees can be expected to be paid an annualized salary range of $68,000-$90,000, based on variations in knowledge, skills, experience and market conditions. We offer excellent benefits to eligible employees, including 401(k), holidays, vacations and more. Quad is proud to be an equal opportunity employer. We are committed to creating a place of belonging - a space where employees do not need to sacrifice who they are to exist and grow in our workplace. Quad does not discriminate on any unlawful basis including race, religion, color, national origin, disability, gender, gender identity, sexual orientation, age, marital status, veteran status, genetic information, or any other basis prohibited by applicable federal, state, or local laws. Quad also prohibits harassment of applicants and employees based on any of these protected categories.

As a global marketing experience company, Quad's goal is to help our clients win every day. We use our data-driven integrated marketing and manufacturing platform to streamline solutions for our clients, reduce friction and enhance their marketing spend effectiveness. We've built a rich legacy by believing in our people, allowing them to act like owners and to take charge of their own success. Whether an operator, sales rep, a graphic artist or a clinician, we're all driven to perform at our best- for ourselves and our clients. At our core, we're a company that believes we can always create a better way. Overview: The HR Business Partner (HRBP) will provide hands-on, operational and strategic HR support to Quad's Creative Agency, Betty. Betty is a fully integrated creative agency devoted to building better. You name it, we probably want to improve it. We're looking for an energetic, inclusive, fun-loving HR Business Partner who feels the same way-someone who'd rather lead than follow. This role is based on-site in Minneapolis and will partner closely with agency leadership to drive HR initiatives that support remarkable work, strong client relationships, agency growth, and world-class consumer experiences for an increasingly multicultural and global audience. The ideal candidate thrives in a fast-paced, collaborative environment, balancing operational HR support with strategic thinking and a passion for building an exceptional workplace culture. Key Responsibilities: <ul><li>Partner with Rise leadership to manage staffing, onboarding/offboarding, performance management, and employee relations. </li></ul> <ul><li>Provide guidance and support on HR policies, compliance, and workforce planning. </li></ul> <ul><li>Lead and implement HR initiatives and projects that align with agency goals. </li></ul> <ul><li>Analyze HR metrics, identify trends, and make recommendations to improve performance, engagement, and retention. </li></ul> <ul><li>Collaborate with other HRBPs to ensure consistent support across the agency and shared coverage of responsibilities. </li></ul> <ul><li>Support employee development, recognition, and engagement initiatives to foster a positive workplace culture. </li></ul> <ul><li>Serve as a trusted advisor to leadership and employees, addressing complex HR challenges with discretion and professionalism. </li></ul> <ul><li>Track HR metrics, assist with reporting, and provide analysis to inform HR decisions. </li></ul> <ul><li>Contribute to culture-building, engagement, and recognition initiatives within the agency. </li></ul> Qualifications: <ul><li>2+ years of HRBP or HR generalist experience. </li></ul> <ul><li>Bachelor's degree in Human Resources, Business Administration, or related field. </li></ul> <ul><li>Strong interpersonal, communication, and problem-solving skills. </li></ul> <ul><li>Ability to work on-site in Minneapolis and collaborate in person with agency leaders and employees. </li></ul> <ul><li>Demonstrated ability to manage multiple priorities in a fast-paced environment. </li></ul> Employees can be expected to be paid an annualized salary range of $68,000-$80,000, based on variations in knowledge, skills, experience and market conditions. We offer excellent benefits to eligible employees, including 401(k), holidays, vacations and more. Quad is proud to be an equal opportunity employer. We are committed to creating a place of belonging - a space where employees do not need to sacrifice who they are to exist and grow in our workplace. Quad does not discriminate on any unlawful basis including race, religion, color, national origin, disability, gender, gender identity, sexual orientation, age, marital status, veteran status, genetic information, or any other basis prohibited by applicable federal, state, or local laws. Quad also prohibits harassment of applicants and employees based on any of these protected categories.

Glanbia Performance Nutrition

<div>Glanbia Performance Nutrition is a global company with a brand portfolio that consists of Optimum Nutrition, BSN, Isopure, Think!, Amazing Grass each with its own brand essence. From athletes to remote workers, people around the world want to eat well and live healthier, more active lives and we have the products to match. We are hiring an HRBP to support the Aurora plant; this role is open due to a promotion! 
As the HR Business Partner you will be responsible for partnering strategically with leaders within the Product Supply functions while ensuring excellence in execution. 
Responsibilities:
Strategic HR Partnership: Collaborate with leaders, HR team members, and HR Centers of Excellence to develop and implement talent strategies that support business goals and drive organizational performance. Serve as a trusted advisor to the business. Effectively partner and deliver on key priorities.<ul><li>
Talent Management: Lead talent management initiatives, including talent forecasting, creation of talent pipelines, talent &amp; succession planning processes, and leadership development initiatives.</li><li>
Talent Development: Identify, develop and implement talent programs focused on enhancing the skills, knowledge and capabilities of employees. Build a culture of continuous learning and professional growth across the organization.</li><li>
Culture Champion: Promote and embed the organization's values, beliefs, and behaviors throughout the workforce. Collaborate with leadership and employees to create a positive, inclusive, high engagement and high-performing team environment.</li><li>
Employee Relations: Manage and resolve complex employee relations issues through conducting effective, thorough, and objective investigations.</li><li>
Change Management: Support and drive change management initiatives, ensuring smooth transitions and minimal disruption to operations.</li><li>
Performance Management: Provide guidance and support to managers on performance management processes, including goal setting, performance reviews, development planning, and workforce effectiveness.</li><li>
Workforce Planning: Lead or partner with the cross-functional team to advance the labor strategy by analyzing data, understanding the evolving hiring needs, and effectively collaborating to ensure optimum staffing levels, supporting effective recruiting, onboarding, and offboarding processes.</li><li>
HR Project Management: Lead the effective execution of HR projects and initiatives, such as employee engagement action planning, wellbeing programs, diversity, equity and inclusion programs, and organizational design efforts.</li><li>
People Analytics: Collaborate with business leaders and COEs to identify business challenges and develop data-driven insights to inform talent decisions, improve processes, drive employee retention and promote positive employee experience.</li><li>
Legal Compliance: Ensure compliance with federal, state, and local employment laws and regulations. Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.</li></ul> 
Skills/Abilities:
<ul><li>5+ years of HR experience with a Bachelor&rsquo;s degree, or 3+ years with a Master&rsquo;s degree (HR Generalist experience in manufacturing preferred).</li><li>
Strong bilingual communication skills in Spanish (preferred).</li><li>
Proven ability to influence and build relationships with business leaders on complex people matters.</li><li>
Demonstrated success in resolving complex employee relations issues.</li><li>
Deep knowledge of HR best practices and employment law.</li><li>
Excellent interpersonal and communication skills across all organizational levels.</li><li>
Proficiency in HRIS systems (SuccessFactors a plus) and Microsoft Office (Word, Excel, PowerPoint); Copilot experience is a bonus.</li></ul> 
This individual contributor position serves as a trusted partner with business leaders on people-related issues, acting as an employee champion and change agent, relentlessly improving the employee experience across multiple functions and locations, including our flagship manufacturing plant in Aurora, IL. The role assesses and anticipates people-related needs, communicating proactively and collaborating effectively to develop integrated solutions. The HR Business Partner will partner closely with the HR Director, leaders from the business, and HR COEs to deliver value-added impact for leaders and employees that reflect Glanbia&rsquo;s values and help achieve business objectives. 
Where and how you will work
The opportunity will be based in Aurora, IL with hybrid working arrangements available which allows you a greater choice in how you work and live, giving you a better work-life balance. 
What we would like to offer you!
The opportunity to develop your career on a global stage, continuous learning through an on-demand learning platform, and a competitive compensation package including staff discounts, generous family leave policy, health &amp; dental plan, competitive salary, 401K.
Compensation for roles at Glanbia varies depending on a wide range of factors including but not limited to the specific office location, role, skill set and level of experience. Glanbia provides a reasonable range of compensation for roles that may be hired in IL. This range may not be applicable to other locations. Factors that could be used to determine your actual salary may include your specific skills, years of experience and comparison to current employees already in this role. The typical candidate is hired below midpoint of the range. The annual salary for IL based employees for this role is $90,000-130,000 with an annual bonus.
About Glanbia
Glanbia is a better nutrition company with three divisions: Performance Nutrition, Health &amp; Nutrition and Dairy Nutrition. Collectively and with our partners we offer an incredible breadth of expertise in nutrition. We employ a team of 5800 people, work with global food and beverage companies, and sell our award-winning and market-leading brands and ingredients in more than 100 countries worldwide. 
At Glanbia, we celebrate diversity, because we know that our individual strengths make us stronger together. We welcome and encourage interest from a wide variety of candidates, and we will give your application consideration, without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. 
At Glanbia our culture will celebrate individuality, knowing that together we are more.</div>

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