HR Business Partner, Midwest

Acrisure, LLC

Detroit, MI 48228

United States

Posted July 1, 2025

{FULL_TIME,INTERN}

Valid until July 31, 2025

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Job Description

HR Business Partner, Midwest - Operations & Placement page is loaded

HR Business Partner, Midwest - Operations & Placement

Apply locations GRAND RAPIDS, MI DETROIT, MI SIOUX FALLS, SD MINNEAPOLIS, MN CHICAGO, IL time type Full time posted on Posted 3 Days Ago job requisition id JR108226

About Acrisure

A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services – and more.

In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win.

Job Summary:

We’re in search of a dynamic HR professional that enjoys pursuing ambitious goals and winning with a team to join us as a HRBP. In this role, you will be a proactive liaison between HR and the business. These HR professionals are expected to develop a deep understanding of the business and ensure that HR helps the business make an impact. You’ll serve as an informed and trusted advisor and change agent, supporting organizational goals and employee engagement.

This role requires solid business acumen, effective interpersonal skills, and a willingness to learn and determination to drive HR strategies that support a high-performance culture.

Responsibilities:

Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.
Execute existing and new HR solutions and capabilities.
Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
Explore external trends in the marketplace and make recommendations on how those could affect internal employees.
Take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
Work with leadership and the broader HR community to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
Help manage change and uncertainty among employees, providing guidance and support throughout transitions. This involves communication, alignment, and employee involvement to facilitate the change journey.
Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.
Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve recommending retention plans, compensation changes, and growth opportunities.
Participate in the evaluation of individual or unique roles as part of the larger business and help address each role’s relative value to ensure that employees are compensated fairly and competitively. Partner with the Compensation team and the Sr. Director of HR to recommend the right balance between base salary, bonuses, and other incentives.
Help identify and develop high-potential employees, and work with key partners to ensure there are leaders in place to fill critical roles in the future.
Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
May also be involved in designing and delivering training programs to enhance employee skills and knowledge.
Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
Acts as a steward of the organization’s HR policies and procedures. These responsibilities encompass a wide range of tasks, including gathering feedback and running audits to keep HR data and services effective and efficient.
Act as and informed advisor to leaders, providing coaching and support as they navigate the complexities and lead their teams through change.
Enable collaboration and networking both within the HR function and throughout the organization
Listen to the problems of the business, challenge business leader assumptions, inform and/or educate leaders about the talent implications of decisions, and then recommend alternate explanations and ideas.
Reprioritize actions for immediate implementation of ad-hoc topics or assignments.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience.
5 or more years in progressive HR with geographically distributed employee populations
1 or more years supporting customer experience functions (client and account management, customer service, claims management, etc.)
Working knowledge of HR best practices, employment law, and organizational behavior
Learning or have some practice or experience facilitating workforce planning processes
Familiarity with facilitating talent management processes, such as talent reviews and succession planning
Demonstrated ability to influence, build relationships, and communicate across multiple levels of an organization
Proven experience managing moderate to high complexity employee relations issues and driving change
Demonstrated problem-solving, analytical, and decision-making skills
Experience in a fast-paced, high-growth, or matrixed environment preferred

Preferred Qualifications:

SHRM-SCP, SPHR, or equivalent HR certification
Experience working in Finance or Insurance industry
Familiarity with Workday
Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.)

Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership.

Benefits and Perks:

Competitive compensation
Generous vacation policy, paid holidays, and paid sick time
Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)
Company-paid Short-Term and Long-Term Disability Insurance
Company-paid Group Life insurance
Company-paid Employee Assistance Program (EAP) and Calm App subscription
Employee-paid Pet Insurance and optional supplemental insurance coverage
Vested 401(k) with company match and financial wellness programs
Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options
Paid maternity leave, paid paternity leave, and fertility benefits
Career growth and learning opportunities
…and so much more!

Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.

Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York.

At Acrisure, we firmly believe that an inclusive workforce drives innovation, creativity, and ultimately, our collective success.

We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Acrisure also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination.

Acrisure also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email

California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at .

Welcome, your new opportunity awaits you.

Acrisure is committed to employing a diverse workforce. All applicants will be considered foremploymentwithout attention to race, color, religion, age, sex, sexual orientation, gender identity, national origin, veteran, or disability status. California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at .

To Executive Search Firms & Staffing Agencies: Acrisure does not accept unsolicited resumes from any agencies that have not signed a mutual service agreement. All unsolicited resumes will be considered Acrisure’s property, and Acrisure will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting Acrisure’s Human Resources Talent Department.