HR Business Partner (Remote)

Join Us!
Take the next step in your journey at Inspira Financial. Guided by our mission to enable better health and greater wealth, we help businesses and individuals thrive today, tomorrow, and into retirement by strengthening and simplifying the health and wealth journey.
Serving more than 7 million clients and representing over $62 billion in assets, Inspira partners with thousands of employers, plan sponsors, recordkeepers, TPAs, and other institutional partners to help the people they support plan, save, and invest for a brighter future. Through solutions including automatic rollover services, health savings accounts, emergency savings, and custody services, Inspira is focused on delivering better outcomes for all. Learn more at inspirafinancial.com .
Our values shape how we show up every day. We Lead with Heart by acting with compassion, empathy, and doing what's right; Cultivate Trust through integrity, transparency, and accountability; Aim Higher by never settling for what's expected and continually raising the standard; and Win Together by collaborating inclusively to achieve the best outcomes.
Our growth and culture haven't gone unnoticed -- we've been recognized on Crain's Fast 50 and Inc. 5000 for remarkable growth, and named to Built In's 2025 Best Places to Work and Gallagher's 2022 Best-In-Class Employer for our workplace culture and benefits.
Don't meet every single requirement? That's okay. We know growth comes from people who are willing to learn and challenge themselves, not just check every box. If you're energized and inspired by meaningful work, continuous development, and being part of a team that turns collective effort into real impact, we want to hear from you. We look forward to receiving your application.
Remote status and role locations are subject to change, and relocation is not provided.
Employees within a 90-minute radius of our Oak Brook, IL headquarters are required to work in-office a minimum of 4 days per month from 10 am to 2 pm, with at least one day falling on a Monday or Friday. This requirement does not apply to support specialist positions.
Job Summary & Responsibilities
The HR Business Partner will report to the Director, HR for Retirement & Wealth. This role is responsible for acting as a partner to multiple business units by integrating corporate HR strategy with business unit strategy and providing professional HR guidance and support with the primary objective of adding value to the business. Contributes to business strategy by helping leaders to identify, prioritize, and build talent capabilities, structures, and processes. Serves as the business unit's primary contact regarding HR initiatives and activities leverages various HR COEs to deliver solutions and outstanding service in recruiting, compensation, benefits, training, and other areas of HR. Demonstrates a high degree of business acumen, HR management of non-exempt (hourly) employees, industry trends and practices, and HR regulatory environment. Engages with employees as well as the highest levels of leadership within the organization providing HR leadership, collaboration, change management, driving accountability for results, and influences management decisions on a variety of complex employee issues.
• Partner with the business to develop and deliver client centric solutions that support their business needs and align to the Company Human Capital Strategy.• Provide optimal coaching services for both routine and complex HR matters by expeditiously responding to inquiries, through timely and appropriate resolution, and crafting well-written, comprehensive responses with necessary details including appropriate data.• Build strong relationships and become a trusted advisor to business leaders. Collaborate closely to understand their needs and provide HR expertise to support and drive business success.• Drive Inspira's HR Transformation/Continuous Improvement by identifying process improvements and addressing ER, comp, recruiting, talent, and other issues by partnering with appropriate HR COEs and business leaders to enable the most efficient, engaged and productive workforce.• Identify and mitigate legal and reputational risk, including coaching on people management skills, investigating ER complaints, and thoroughly managing and documenting an end-to-end investigation plan, guiding Leaders on complex employee issues, identifying problematic documentation or behavior, and escalating to HR Leadership or Legal as appropriate.• Assist in designing and executing organizational design (strategy to structure), career path, and succession plans for primarily non-exempt population.• Partner with business and HR COEs to define workforce strategy and aggressively move forward to hire key talent. • Support business leaders in the performance management employee review lifecycle and help leaders define employee development opportunities (Individual Development Plans, Performance Improvement Plans, etc.) that align with business goals and company values and behaviors.• Facilitate semi-annual talent review sessions and define actions plans.• Dive in to resolve and investigate employee relations issues.• Take an active role in the annual compensation review (ACR) process and coach leaders on decision making and performance recommendations.• Consult regarding HR best practices within areas of employee relations, compensation, performance management, recruiting and leadership.• Analyze employee internal and external trends (i.e., turnover, employee relations issues, staffing challenges, low engagement scores, etc.) to identify root cause and define action plans with business leaders.• Other duties as assigned.
Supervisory Responsibilities:• Manage a program or specialty area of the business. • Communicate clear priorities and relevant information to implement day-to-day work.• Resolve the most difficult problems facing the team, program, or specialty area.• Uniformly identify high performers who consistently produce quality work. • Identify the right situations for coaching, feedback, and training.• Remove barriers for team. Ensure team members have all the tools, resources, and context to execute. • Has a good understanding of their team's strengths and opportunities, capitalizing on their strengths and coaching opportunities.
Preferred Qualifications
Years of Experience:
• 5-7 years of experience in HR or related fields.
Degree:
• Bachelor's Degree in Business or HR related discipline, Master's Degree is a plus.
Certification:
• HR Certification is a plus.
Skills & Abilities:
• Clear, comprehensive understanding of the link between talent, business strategy and other HR initiatives, and ability to identify new ways for HR to support the business.• Excellent communication and facilitation skills, with the ability to communicate complex, sensitive information in a clear, concise, diplomatic, and professional manner.• Ability to design and execute multi-year human capital strategy.• Proven experience with organization design, career mapping, talent reviews and succession planning.• Strong coaching skills and ability to work across various business and HR areas to drive initiatives. • Client relations mindset and willingness to roll up sleeves and get it done.• Understanding of HR policies, especially relations and regulatory requirements (i.e., FMLA, ADA, FLSA, EEO regulations).• Working knowledge of the principles and practices of recruitment and selection, workforce planning, talent management, and HR Information Systems.• Prior experience in an HR Business Partner or Organizational Effectiveness role. • Experience working with a remote team a plus.• Prior experience in HR consulting a plus.• HR support of Client Service/Call Center, Operations, or Financial Service Company a plus.• Experience with Paylocity Performance Management a plus.• Sense of humor, a positive outlook with a "can-do" attitude!
Compensation & Benefits
$95,000-$110,000 per year