HRBP - Human Resources Business Partner

Established in 1932, McLarens is a premier independent global insurance services provider with a widespread global presence. Specialising in complex, commercial, and niche markets, the company offers comprehensive loss adjusting, claims, and risk management services, along with forensic technical services, auditing, and pre-risk surveying. McLarens' extensive global network allows for consistent service delivery to clients globally, while also providing localized expertise and responsive support. Our seasoned adjusters boast an average of over 20 years of experience, catering to various industries with expertise in Property, Casualty, Crisis Management, Natural Resources, Construction & Engineering, Agriculture, Aviation, Forensic Accounting, Investigation, Marine, FAJ & Specie, Global TPA Services, and Environmental consulting services.

The professionals at McLarens live by a set of shared values that guide their actions and behaviors:

EXCELLENCE – We aim for nothing less than the highest standards in everything we do.

TEAMWORK – We work best when we work together with clients, colleagues, and suppliers alike.

RESPECT – We are trusted to keep our promises, act with integrity, and treat people the right way.

KNOWLEDGE – We know our market better than anyone, but still, we never stop developing.

THOUGHT LEADERSHIP – We use inspired thinking and pioneering solutions to stay ahead in an ever-changing market.

ACCOUNTABILITY – We move with urgency to deliver on our commitments and drive for results, even amid ambiguity.

Summary
The HR Business Partner position is responsible for aligning business objectives with employees and management in designated business units. The HRBP will work closely with management and employees, providing strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. The HRBP directs all people functions of the corporation in accordance with the policies and practices of the Corporation and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. 

Essential Duties and Responsibilities:

• Business Acumen
• Collaborate and work effectively within the organization’s financial and operational context. Understanding, risk and reward, and driving business outcomes through people initiatives and processes. 
• Partner with compensation to facilitate resolution of complex compensation related issues within business or function, support the creation of new job descriptions and career ladders, provide information for job evaluations to ensure internal equity and market competitiveness, assist business leaders with annual performance review and salary increase processes. 
• Ability to respond to shifts in the business environment, adapt and change course when necessary.
• Coach leadership on a variety of actions to include employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation.
• Partner with leadership to discuss business strategy and identify ways HR can support efforts to achieve business goals and objectives. 

Relationship Management People Ops Leader

• Develop and execute solutions to business challenges and influence strategic business decisions. Analyze trends and metrics, resolve employee relations issues, improve work relationships and productivity, and suggest HR strategies. 
• Build relationships and coordinate effectively among a wide range of Executives and BU Directors. 
• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals. 
• Partners with leadership to align HR strategy to business strategy. Provide HR policy guidance and interpretation to business leaders and staff. 

Talent Management

• Identify, support, and execute HR activities of strategic value to the organization and meet employees needs across the employee life cycle. 
• Collaborate with US and Global HR teams talent acquisition, benefits, compensation, employee development to implement initiatives that support workforce planning, talent acquisition and retention, succession planning, employee engagement, and organizational design. 

Change Leader

• Acts as change agent to business through process design and approaches that support change and transformation.
• Optimize organizational design to increase productivity and improve performance of the business.
• Partner with key leaders in developing a future-proof compensation and benefits strategy.
• Implement reward and recognition interventions to increase bottom-line results and employee engagement. 
• Enhance and, or develop and implement systems that will improve the overall operation and effectiveness of the corporation. Manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation.

Culture Values Employee Experience

• Establish and implement HR efforts that effectively communicate and support the firm’s vision and strategic vision and support the achievement of the overall firm business objectives.  Translate the strategic and tactical business plans into HR strategic and operational plans.
• Partner with management and personnel to solve conflicts, facilitate positive employee relations, maintain a good working environment, build morale, decrease turnover, and support a culture of diversity, equity, and inclusion. 

Strategic Business Partner 

• Lead HR projects to support the execution of HR strategy.
• Drive initiatives for strategic workforce development and succession planning. 
• Leads and, or supports annual HR cycle deliverables to include performance, goal management, merit and bonus awards, benefits enrollment, and employee engagement. 
• Function as a strategic business advisor to the executive, senior management of each business unit or specialty group regarding key organizational and management issues. 
• Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the firm.  
• Establish credibility throughout the organization with management and the employees to be an effective listener and problem solver of people issues.

Skills & Abilities

• Thorough knowledge of HR policies, procedures, and applicable state, and federal labor laws.
• Well-developed organizational skills 
• Excellent communication skills, with the capability of articulating the company values and policies.
• Strong influencing skills necessary to implement work processes across locations and departments
• Ability to convey a high standard of honesty, integrity, trust, openness, fairness, and compassion
• Ability to work effectively across multiple functions and geographies.

Qualifications

• Bachelors degree in business, human resources, or related area.  Masters degree is desired but not required. 
• Minimum:  8 to 10 years of professional experience in a generalist human resources environment, or related experience and, or training, or equivalent combination of education and experience.
• 5 years in a Business Partner HR Manager role.  
• PHR or SPHR certification highly desirable.
• Excellent command of both written and spoken English. 
• Strong interpersonal skills and the ability to build genuine relationships at all levels.
• Excellent organizational skills and attention to detail. 
• Must have the ability to exercise discretion over confidential and sensitive employment information.
• Must be able to work in a fast-paced environment and have a strong sense of urgency and problem solving skills.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer. 
• Must be able to access and navigate each department throughout the region. 
   

McLarens Benefits – “It’s All Here”

• Health Insurance - Medical, Dental, Vision, Life, and Disability Insurance
• Health Saving/Flexible Spending - access to flexible spending and health savings accounts
• Retirement – 401(k) program with company match 
• Pet Benefits – ensuring the well-being of your extended family
• Identity Theft Insurance – offering security and peace of mind
• Wellness Programs - supports financial, physical, and mental well-being
• Career Development – fostering growth and advancement in the workplace
• Community Day of Service/Float Holiday – our Day of Service promotes community involvement, and our personal float holiday can be used as desired
• Employee Discount Program - offers exclusive discounts and deals on a wide range of products and services
• Employee Assistance Program - designed to provide life balance support and counseling

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories.