Strategic Human Resources Leader (Northeast & New England regions)

About this role

ABOUT US  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 one of the 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.

Position Summary The Strategic Human Resources Leader develops and implements people strategies that are in alignment with business goals for two of our largest regional offices: HUB Northeast and HUB New England (2100 employees, managing 8 Strategic HRBPs and a local People Analytics resource), focusing on long-term success through effective talent management and performance, culture building and employee engagement. This role translates their Hub's or Function's growth strategy—including organic expansion, M&A integration, and market penetration—into a workforce and talent strategy that accelerates those outcomes. This role is accountable for ensuring HR investments directly support revenue growth, producer productivity, client retention, and successful deal integration.

The Strategic HR 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. As a member of the local Executive Management Teams for two regions, this leader shapes business strategy through the talent lens—identifying the workforce capabilities required to win, spotting organizational risks before they stall execution, and building the leadership pipeline that sustains long-term growth.

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 (local) people strategy. • Actively contribute to local business strategy discussions with the local Executive Management Team ("EMT") by asking thought provoking questions and helping stress-test business initiatives from a people perspective.

Strategic Consulting: • Elevate HR's 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.

M&A Integration: • Serve as HR's lead on all regional acquisitions, partnering with the M&A team from LOI through integration to ensure people and culture considerations are embedded in deal strategy and execution. • Conduct talent and organizational due diligence during the acquisition process, assessing leadership capability, compensation structures, cultural alignment, and retention risk—surfacing deal risks and informing valuation adjustments where appropriate. • Design and execute Day 1 readiness plans and 100-day integration roadmaps that address org structure, leadership retention, compensation harmonization, benefits transition, and cultural onboarding.

Relationship Management • Develop deep and authentic rapport with local or Functional EMT by understanding each leader's priorities, communication preferences, decision-making style, and pain points, building trust and credibility by follow through on commitments, maintaining confidentiality, demonstrating business knowledge, and consistently showing HR's value. • Know who needs to be consulted, informed, and brought along the journey for different HR initiatives to succeed. • Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices.

Talent Management • Establish their Hub's talent strategy, which connects to the local business strategy. This roadmap guides talent decisions and investments. • Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives. • Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness.

People Leadership: • Lead, coach, and develop a team of Strategic HR Business Partners, fostering a high-performing, collaborative, and growth-oriented team culture. • Set clear performance expectations for the HRBP team aligned to the Strategic HR Operating Model, conducting regular performance reviews and providing ongoing coaching and development. • Hire, onboard, and integrate new HRBP team members, ensuring they are equipped with the tools, knowledge, and relationships needed to succeed.

Qualifications:

• Bachelor's degree in Human Resources, Business Administr

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