HR Business Partner, Great Lakes & Northeast
No longer listedShape the Future of Talent at a Global Sustainability Leader
Are you a trusted advisor who thrives at the intersection of people strategy and business impact? Do you enjoy partnering with leaders to build high-performing teams, navigate complex employee matters, and drive meaningful organizational change?
ERM is seeking an experienced Human Resources Business Partner to support approximately 300 consultants and business leaders across multiple U.S. offices. The preferred locations are Boston, MA; Minneapolis, MN; or Rolling Meadows, IL. However, locations near other ERM offices may be considered. Hybrid work is preferred for this role, with regular in-office presence expected to foster collaboration, partnership, and engagement with employees and leaders. This position will also be responsible for managing multiple employee lifecycle projects for North America.
As a strategic partner to leaders and employees, you will help shape the employee experience while enabling business growth at one of the world's leading sustainability consulting firms. If you're passionate about coaching leaders, driving talent strategies, and creating inclusive, high-performing workplaces, we'd love to hear from you.
Why This Role Matters?
People are at the heart of ERM's success. As a Human Resources Business Partner, you will help leaders make informed talent decisions, strengthen organizational effectiveness, and foster an engaging, inclusive culture where people can do their best work.
This role goes beyond traditional HR support. You will serve as a strategic consultant, trusted coach, and change champion, helping the business navigate growth, talent challenges, workforce planning, performance management, and employee relations while supporting key employee lifecycle initiatives across North America.
What Your Impact Is:
Serve as a strategic advisor to leaders, helping align people strategies with business objectives.
Enhance leadership effectiveness through coaching, guidance, and talent planning.
Drive employee engagement and retention initiatives that strengthen culture and workplace experience.
Lead employee relations efforts with sound judgment, empathy, and a solutions-focused approach.
Support organizational development and change initiatives that enable business growth.
Use workforce trends, metrics, and insights to inform decision-making and workforce strategies.
Partner across HR functions to deliver consistent, compliant, and high-impact HR programs.
Champion Diversity, Inclusion & Belonging while fostering an environment where all employees can thrive.
What You'll Bring:
Required
Bachelor's degree in Human Resources, Industrial and Labor Relations, Organizational Development, or a related field.
5–7 years of Human Resources Business Partner experience.
Strong experience in employee relations, performance management, leadership coaching, change management, and employment law.
Demonstrated ability to navigate complex workplace situations with sound judgment, discretion, and professionalism.
Experience influencing and partnering with leaders in a matrixed organization.
Ability to build credibility and strong relationships across a geographically dispersed workforce.
Excellent written, verbal, and interpersonal communication skills.
Project management experience supporting HR programs and employee lifecycle initiatives.
Ability to travel as needed to support offices and business needs.
This position is not eligible for immigration sponsorship.
Preferred
Experience working with Workday.
PHR, SPHR, SHRM-CP, SHRM-SCP, or other advanced HR certifications and training.
Experience supporting professional services, consulting, or other fast-paced, client-driven organizations.
Experience leading organizational effectiveness, workforce planning, or culture-focused initiatives.
Key Responsibilities:
Strategic Business Partnership
Develop a deep understanding of business goals, market dynamics, and organizational priorities.
Build trusted relationships with leaders and key stakeholders to influence business outcomes.
Anticipate workforce and organizational needs and recommend proactive solutions.
Analyze people metrics and trends to drive informed decision-making and continuous improvement.
Serve as a trusted advisor, providing objective guidance and strategic counsel to leaders and employees.
Support and champion Diversity, Inclusion & Belonging initiatives across the business.
Lead and manage HR-related projects and employee lifecycle initiatives.
Employee Relations & Performance Management
Coach leaders on performance management, employee development, and effective feedback practices.
Facilitate annual and mid-year performance review processes.
Manage employee relations matters, conducting investigations, coaching managers, and implementing appropriate resolutions.
Partner with leaders to strengthen people leadership capabilities and team effectiveness.
HR Compliance & Risk Management
Provide guidance on HR policies, employment practices, and compliance-related matters.
Collaborate with HR leadership and Legal partners to mitigate organizational risk.
Maintain current knowledge of federal, state, and local employment laws.
Partner with Compensation, Benefits, HR Operations, Learning & Development, Talent Acquisition, and HRBP colleagues to ensure consistent program delivery.
Support special projects and strategic initiatives as needed.
Talent Management & Development
Partner with leaders to create meaningful career development pathways and succession plans.
Support high-potential talent and leadership development programs.
Collaborate with Talent Acquisition and hiring managers to execute strategic hiring plans.
Drive initiatives that strengthen employee growth, retention, and long-term career success.
Organizational Effectiveness & Rewards
Support employee engagement strategies and action planning efforts.
Monitor workforce trends, including attrition, and develop retention-focused solutions.
Partner with leaders to recognize and reward high-performing employees.
Provide guidance on compensation decisions, salary planning, and bonus recommendations.
Contribute to a positive, high-performance culture that supports business and employee success.
For the HR Business Partner, Great Lakes & Northeast position, the anticipated annual base pay is $97,850–$119,838 (USD). Actual pay will depend on factors such as education, experience, skills, location, performance, and business needs. In some cases, pay may fall outside this range. This role may be eligible for bonus pay (casual and fixed term/flex force employees are not bonus eligible).
We offer a comprehensive benefits package, including paid time off, parental leave, medical, dental, vision, life, disability, AD&D insurance, 401(k) or RRSP/DPSP, and other applicable benefits to eligible employees.
Note: Bonuses, commissions, and other forms of additional compensation are not guaranteed and subject to the sole discretion of ERM and its policies and procedures.
Who We Are:
As the largest global pure play sustainability consultancy, we partner with the world’s leading organizations, creating innovative solutions to sustainability challenges and unlocking commercial opportunities that meet the needs of today while preserving opportunity for future generations.
At ERM we know that creating a diverse, equitable and inclusive work environment is an essential part of making our company a great place to build a career. We also see our diversity as a strength that helps us create better solutions for our clients. Our diverse team of world-class experts supports clients across the breadth of their organizations to operationalize sustainability, underpinned by our deep technical expertise in addressing their environmental, health, safety, risk and social issues. We call this capability our “boots to boardroom” approach for its comprehensive service model that allows ERM to develop strategic and technical solutions that advance objectives on the ground or at the executive level.
Please submit your resume and brief cover letter.
ERM does not accept recruiting agency resumes. Please do not forward resumes to our jobs alias, ERM employees or any other company location. ERM is not responsible for any fees related to unsolicited resumes.
ERM is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
Thank you for your interest in ERM!
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