HR Business Partner

Who we are:

Strongpoint Partners is tech-enabled retirement services platform serving small- to mid-sized businesses with integrated retirement third party administration, recordkeeping, payroll, and HR solutions. Recognized as one of Inc. 5000’s Fastest Growing Private Companies in America and certified as a Great Place to Work, Strongpoint offers a suite of services that prioritizes accuracy, compliance, and reduction of regulatory risk for its clients, delivered by local client success teams that understand the nuances of the markets they serve. Strongpoint Partners combines a relentless passion for service and innovation with the experience and expertise required to make retirement work for everyone. For more information, please visit: www.strongpointpartners.com.  

Position Summary:

The Human Resources Business Partner is the dedicated talent partner to a group of Strongpoint partners. Our partners keep their own brands, leaders, and teams after they join Strongpoint, so this role works through trust and influence. You will partner with leaders to attract, develop, and keep great people, and lead regular people QBRs that connect talent decisions to growth. 

This is an additional role on our platform team, collaborating with a peer HR Business Partner, and reporting to the VP of People. You will work closely with the People Operations team and the Integration team as we keep investing in acquisitions and organic growth. We are a lean team, so the role also includes hands-on operational work across the employee lifecycle. 

PLEASE NOTE: This is a remote position open to candidates anywhere in the United States. We have a slight preference for candidates in the Chicago area, where several teammates are based, and those candidates may choose a hybrid schedule with time in the office. Travel to partner offices of up to 20% is expected. 

Key Responsibilities:

• Partner Talent Partnership

  • Act as the primary talent advisor to leaders of your assigned partners, respecting each partner's brand, structure, and culture. 
  • Lead regular people QBRs with partner leadership to review hiring, engagement, retention, and development, and agree on actions that support our healthy culture. 
  • Coach partner leaders on performance, team design, succession, and leadership development. 
  • Work with talent acquisition on hiring strategies and workforce planning for each partner. 
  • Spot retention risks proactively and build programs to retain and develop top talent. 

• M&A Diligence & Integration

  • Work with the VP of People on HR due diligence for acquisitions, assessing talent, culture, benefits, and compliance risk. 
  • Support integration planning with the Integration team, balancing partner autonomy with shared systems, policies, and standards. 
  • Guide new partners through onboarding to Strongpoint's People programs and follow through after integration.

• Culture & Engagement

  • Support engagement, recognition, belonging, and retention programs, adapted to each partner's culture. 
  • Turn engagement feedback and Great Place to Work results into specific actions with partner leaders. 
  • Work with the leadership development team to offer programs for employees and leaders at every level. 
  • Help preserve a collaborative culture across a distributed organization. 

• Employee Lifecycle & Employee Relations

  • Provide employee relations guidance and manage investigations and complex cases, with VP of People support as needed. 
  • Support the lifecycle from onboarding through performance cycles, compensation reviews, promotions, and transitions. 
  • Apply policies and procedures consistently while allowing for regional and local needs. 

• People Operations & Compliance

  • Partner with People Operations on benefits, HRIS, compensation benchmarking, and data quality. 
  • Help keep partners compliant with employment laws across states, including ERISA-related requirements where applicable. 
  • Build and share people metrics that inform QBRs and executive decisions. 
  • Find opportunities to standardize and automate HR processes as we scale. 

Minimum Qualifications:

• 4 to 6 years of HR experience, including at least 2 years in a Human Resources Business Partner or HR Generalist role. 
• Hands-on experience supporting HR through acquisitions and integrations, such as diligence, onboarding of acquired teams, or post-close integration. 
• Experience partnering with leaders who run their own teams or business units. 
• Strong change management, coaching, and communication skills. 
• Working knowledge of U.S. employment law across multiple states. 

Preferred Qualifications:

• Experience in a private equity-backed or acquisitive company, ideally in a services-based or regulated business. 
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR. 
• Experience in retirement plan administration, pension administration, or related financial services. 

Success Attributes

• A results-oriented mindset. 
• High emotional intelligence and credibility with leaders at every level. 
• A collaborative style that influences without relying on authority. 
• Comfort in fast-paced, high-change environments and with supporting several partners at once. 
• A deep commitment to employee experience and ethical practice. 

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.

Our Value-Driven Employee Experience:

• Flexible Workplace – Hybrid and remote options available for many roles.
• Flexible PTO – Competitive paid time off, including flexible & unlimited options.
• Inclusive Environment – A culture that values diversity, collaboration, and respect.
• Growth Opportunities – Support for ongoing learning and career development.
• Comprehensive Benefits – Health, dental, vision, life, and disability coverage.
• Workplace Perks – Incentive bonus programs, flexible hours, & more.

**Specific benefits and programs may vary by partner and position.