People Team Business Partner

Position Summary:

The People Team Business Partner is responsible for collaborating with the CPO in building, scaling, and running the operational foundation of the People function. This role provides oversight of core People operations including benefits administration, employee relations processes, HRIS, compliance, and the day-to-day systems and workflows that support the employee lifecycle. Partnering closely with People leadership and cross-functional stakeholders, the Business Partner ensures consistent, compliant, and high-quality People services across the organization, particularly during periods of growth and change. 

With a strong balance of strategic thinking and hands-on execution, the People Team Business Partner translates People strategy into efficient processes, clear governance, and reliable systems. This leader drives continuous improvement, operational rigor, and data integrity, while supporting a people-first culture that enables employees and leaders to thrive. The role is critical in supporting organizational scaling, change management, and integration efforts, ensuring the People function operates smoothly, effectively, and with care. 

PLEASE NOTE: This is a fully remote position and can be performed from anywhere within the United States. We welcome candidates from all U.S. time zones; however, preference will be given to candidates in the Chicago area who can work on a hybrid schedule. 

Key Responsibilities:

• Operational Leadership
  • Collaborate with the CPO and People Team to ensure delivery of a comprehensive HR strategy aligned with business objectives 
  • Partner with the CPO and CEO on human capital initiatives and KPIs. 
  • Serve as the right hand to the Chief People Officer, helping to define and implement the HR vision aligned with business objectives. 
  • Act as a trusted advisor to senior leaders across departments, driving people strategies that support scalable growth. 
  • Assist the CPO with workforce planning and organizational development initiatives that position the company for long-term success. 
    
    
• M&A Integration & Culture Stewardship 
  • Lead HR due diligence for acquisitions, assessing talent, culture, benefits, and compliance risks. 
  • Collaborate with CPO and Integration teams to manage integration plans that respect local firm autonomy while implementing shared systems and standards. 
  • Support the preservation and enhancement of a strong, collaborative culture across a distributed organization. 
    
    
• Talent & Culture 
  • Champion a purpose-driven, employee-focused culture grounded in accountability, equity, and results. 
  • Shape and promote programs that reinforce employee engagement, belonging, recognition, and retention. 
  • Establish and drive programs for onboarding, retention, and succession planning across both the platform team and partner organizations. 
  • Champion DEI initiatives and employee engagement, while collaborating with the leadership development team to provide appropriate programs at all levels of the organization. 
    
    
• Operations & Compliance
  • Assist CPO in guiding HR operations, including benefits, compensation, compliance, and HRIS. 
  • Ensure adherence to regulatory and industry-specific employment practices. 
  • Standardize HR policies and procedures across a growing, multi-site operation while allowing for regional customization. 
  • Ensure excellence in the execution of all HR programs and processes, including: 
    • Performance management and succession planning 
    • Compensation strategy and benchmarking 
    • Onboarding 
    • Employee relations and compliance 
    • HR technology platforms and analytics 
  • Drive standardization and automation of HR processes to improve efficiency and scale. 
  • Manage HR metrics and analytics to measure effectiveness and inform executive decision-making. 
  • Oversee compliance with employment laws and regulations, including ERISA-related requirements, where applicable. 
  • Ensure integration and alignment of HR programs following mergers or acquisitions. 

Minimum Qualifications:

• 5-7+ years of progressive HR leadership experience, with at least 2 years at a leadership or similar level. 
• Proven success leading HR during rapid M&A growth and post-merger integrations. 
• Demonstrated ability to lead in a decentralized, multi-entity environment. 
• Strong change management, leadership coaching, and communication skills. 

Preferred Qualifications:

• Prior experience in a private equity–backed company, ideally with a services-based or regulated business is preferred. 
• HR certification (e.g., SPHR, SHRM-SCP) 
• Experience with pension administration or related financial service sectors 

Success Attributes

• Results-oriented mindset  
• High emotional intelligence  
• Collaborative leadership style with a passion for people and performance 
• Comfortable in fast-paced, high-change environments 
• Deep commitment to employee experience and ethical operations 

Pay Transparency Statement:

The anticipated pay range for this position is $90,000-$110,000 annually.

At Strongpoint Partners, our salary ranges reflect the minimum and maximum base pay for the posted position applicable to all locations across the US. Within the posted salary range, individual pay is determined by the geographic location, job related skills, experience, education, and certifications. Our total compensation package includes base pay plus a comprehensive benefits program.