Back to jobs

Senior HR Business Partner

3000 Executive Parkway Suite 325, San Ramon, CA 94583

Come join our team!

There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen.

Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees. 

Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team!

 

 

Summary:

The Senior Human Resources Business Partner (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The Senior HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy.  

 

Location: This is a HYBRID role - qualified candidates must be able & willing to work up to 3 days a week from ONLY one of the following EPIC offices. 

  • California - Concord
  • California - San Ramon
  • Illinois - Chicago (downtown)
  • Indiana - Carmel

 

 

Essential Duties and Responsibilities:

  • Assist business leaders of their designated population with retaining and developing talent.
  • Drive HR programs across employee populations.
  • Provide business unit with cost parameters associated with hiring, training, and retaining top talent.
  • Participate in developing department goals and objectives.
  • Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLMA status, clarity for recruitment and talent development Assist managers with mitigating conflicts.
  • Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations.
  • Partner with Centers of Excellence for HR analytics, technology, and career development opportunities.
  • Monitor the business and talent using a variety of KPIs and present relevant data to business leaders.
  • Administer and provide guidance for the performance evaluation program.
  • Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR.
  • Educate and support management on employee relations and employee performance issues.
  • Work with leadership to develop and monitor the organization's culture and support initiatives.
  • Promote positive employee relationships through communication and interpretation of HR policies.

Key Competencies:

  • Relationship Building – Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results.
  • Collaboration and Teamwork – Works interdependently and collaboratively with others to achieve mutual goals. They subordinate individual aims in the interest of working with others in a way that promotes and encourages each person’s contributions toward achieving optimal outcomes.
  • Effective Communication – Provides the information required by others in a concise, direct, and unambiguous way. They strive to ensure that the receiver clearly understands the specifics of their message, and they can listen to, receive, and understand messages conveyed by others.
  • Professionalism – Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders.
  • Leading Change – Effectively creates a vision for change and engages others to align, participate and implement the change process.
  • Fact-Based Management – Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence.
  • Continuous Learning – Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals.

 

Education and/or Professional Requirements:

  • A Bachelor’s degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources.
  • SHRM- SCP, SPHR and other HR related professional certifications are preferred.
  • REQUIRED: Minimum 7+ years working and developing within a Human Resource environment.
  • Workforce development, culture alignment and integration experience
  • Excellent employee issue resolution skills and conflict management skills desired
  • Ability to develop and maintain constructive relationships with senior leaders from all functional backgrounds.

 

Compensation: 

The national average salary for this role is $110,000.00 - $155,000.00 in base pay and exclusive of any bonuses or benefits. The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data.

 

 

WHY EPIC: 

EPIC has over 60 offices and 3,000 employees nationwide – and we’re growing! It’s a great time to join the team and be a part of this growth. We offer:

  • Generous Paid Time off
    • Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days
  • Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave
  • Generous employee referral bonus program of $1,500 per hired referral
  • Quarterly employee recognition program for demonstrating EPIC’s values plus additional employee recognition awards and programs (and trips!)
  • Employee Resource Groups: Women’s Coalition, EPIC Veterans Group
  • Professional growth & development: Mentorship Program, Tuition Reimbursement Program, Leadership Development
  • Unique benefits such as Pet Insurance, Cancer Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support
  • Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs
  • 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC!
  • EPIC Gives Back – Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation
  • We’re in the top 10 of property/casualty agencies according to “Insurance Journal”

To learn more about EPIC, visit our Careers Page: https://www.epicbrokers.com/about/epic-careers/. 

 

EPIC embraces diversity in all its various forms—whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients. 

 

 

#LI-AT1

#LI-Hybrid

(2454)

 

 

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...

This question is to opt-in or opt-out of SMS / Text messaging.

Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in EPIC Brokers’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.