HR Business Partner

Introduction Welcome to Gallagher - a global community of people who bring bold ideas, deep expertise, and a shared commitment to doing what’s right. We help clients navigate complexity with confidence by empowering businesses, communities, and individuals to thrive. At Gallagher, you’ll find more than a job; you’ll find a culture built on trust, driven by collaboration, and sustained by the belief that we’re better together. Whether you join us in a client-facing role or as part of our brokerage division, our benefits and HR consulting division, or our corporate team, you’ll have the opportunity to grow your career, make an impact, and be part of something bigger. Experience a workplace where you’re encouraged to be yourself, supported to succeed, and inspired to keep learning. That’s what it means to live The Gallagher Way. Overview HR Business Partner As an HR Business Partner, you will support the delivery of human resources programs, processes, and day-to-day employee and manager needs. You will work closely with leaders, employees, and HR colleagues to ensure consistent execution of core HR activities, provide practical guidance, and help maintain a positive and effective work environment. Your knowledge of HR practices, attention to detail, and ability to manage multiple priorities will be important in delivering responsive and reliable HR support. This role will support global HR activity out of our corporate Legal and Marketing departments and is a hybrid role, based out of Gallagher's headquarters in Rolling Meadows, IL. How you'll make an impact HR Program Support and Execution: Partner with business leaders and HR team members to support day-to-day HR needs and ensure timely, consistent execution of HR programs and processes. Assist in workforce planning activities by helping track staffing needs, organizational changes, and talent requirements. Support the implementation and administration of HR initiatives, programs, and cyclical processes in alignment with business and HR priorities. Provide guidance and follow-up on employee questions, manager support needs, and routine HR matters. Performance Management: Support the performance management process by coordinating timelines, communicating requirements, and providing guidance to managers on performance documentation and feedback practices. Track performance-related data and help identify trends or follow-up actions to support employee development and process effectiveness. Talent & Workforce Management: Support workforce management activities by helping track staffing levels, organizational changes, position needs, and related workforce actions. Support talent acquisition activities by coordinating with recruitment teams, hiring managers, and candidates throughout the hiring process. Assist in preparing for workforce changes, including reductions in force, by coordinating timelines, documentation, communications, and process requirements in partnership with HR leaders, legal, and other stakeholders. Help deliver workforce reduction activities by supporting manager guidance, employee communications, separation processes, and follow-up actions with accuracy, discretion, and empathy. Maintain records and track workforce actions to support compliance, reporting, and process consistency. Compensation: Support the administration of compensation programs in partnership with compensation specialists, including salary actions, incentive plans, and related processes. Compile and review compensation data to support market reviews, internal equity analysis, and routine compensation decisions. Provide guidance to managers and employees on compensation processes, timelines, and standard compensation-related questions. Employee Relations: Provide day-to-day employee relations support to managers and employees by responding to questions, helping assess concerns, and guiding routine issue resolution. Partner closely with the Employee Relations team on employee concerns, policy interpretation, performance issues, investigations, and other workplace matters, ensuring timely coordination and follow-up. Change Management: Support change initiatives by helping implement communication plans, employee support activities, and related HR processes. Assist in identifying employee or manager support needs and help coordinate programs or resources that improve the employee experience and operational effectiveness. About You Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field. Minimum of 5 – 7 years of experience in an HR Business Partner or similar role. Strong knowledge of HR practices, employment laws, and regulations. Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization. Proven ability to handle sensitive and confidential information with discretion. Strong problem-solving skills and the ability to manage multiple priorities in a fast-paced environment. Proficiency in HRIS systems and Microsoft Office Suite. Preferred Qualifications: Experience in the insurance or financial services industry. Master’s degree in human resources or related field. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Compensation and benefits We offer a competitive and comprehensive compensation package. The base salary range represents the anticipated low end and high end of the range for this position. The actual compensation will be influenced by a wide range of factors including, but not limited to previous experience, education, pay market/geography, complexity or scope, specialized skill set, lines of business/practice area, supply/demand, and scheduled hours. On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program – elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more... **The benefits summary above applies to fulltime positions. If you are not applying for a fulltime position, details about benefits will be provided during the selection process. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business. HR Program Support and Execution: Partner with business leaders and HR team members to support day-to-day HR needs and ensure timely, consistent execution of HR programs and processes. Assist in workforce planning activities by helping track staffing needs, organizational changes, and talent requirements. Support the implementation and administration of HR initiatives, programs, and cyclical processes in alignment with business and HR priorities. Provide guidance and follow-up on employee questions, manager support needs, and routine HR matters. Performance Management: Support the performance management process by coordinating timelines, communicating requirements, and providing guidance to managers on performance documentation and feedback practices. Track performance-related data and help identify trends or follow-up actions to support employee development and process effectiveness. Talent & Workforce Management: Support workforce management activities by helping track staffing levels, organizational changes, position needs, and related workforce actions. Support talent acquisition activities by coordinating with recruitment teams, hiring managers, and candidates throughout the hiring process. Assist in preparing for workforce changes, including reductions in force, by coordinating timelines, documentation, communications, and process requirements in partnership with HR leaders, legal, and other stakeholders. Help deliver workforce reduction activities by supporting manager guidance, employee communications, separation processes, and follow-up actions with accuracy, discretion, and empathy. Maintain records and track workforce actions to support compliance, reporting, and process consistency. Compensation: Support the administration of compensation programs in partnership with compensation specialists, including salary actions, incentive plans, and related processes. Compile and review compensation data to support market reviews, internal equity analysis, and routine compensation decisions. Provide guidance to managers and employees on compensation processes, timelines, and standard compensation-related questions. Employee Relations: Provide day-to-day employee relations support to managers and employees by responding to questions, helping assess concerns, and guiding routine issue resolution. Partner closely with the Employee Relations team on employee concerns, policy interpretation, performance issues, investigations, and other workplace matters, ensuring timely coordination and follow-up. Change Management: Support change initiatives by helping implement communication plans, employee support activities, and related HR processes. Assist in identifying employee or manager support needs and help coordinate programs or resources that improve the employee experience and operational effectiveness. Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field. Minimum of 5 – 7 years of experience in an HR Business Partner or similar role. Strong knowledge of HR practices, employment laws, and regulations. Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization. Proven ability to handle sensitive and confidential information with discretion. Strong problem-solving skills and the ability to manage multiple priorities in a fast-paced environment. Proficiency in HRIS systems and Microsoft Office Suite. Preferred Qualifications: Experience in the insurance or financial services industry. Master’s degree in human resources or related field. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).