HR Business Partner, L&G - Asset Management, America.

Legalandgeneral; Chicago (IL); On-site; USD 125,000 - 150,000; Full time

Benefits offered by this job

Health insurance

401K

Transit programs

Job summary

L&G Asset Management, America, in Chicago, seeks an HR Business Partner to partner with leaders, translate business priorities into talent strategies, and strengthen organizational effectiveness. This full-time role offers a comprehensive benefits package and a discretionary annual bonus plan.

You will work closely with the HR team to address performance, succession, and workforce planning while maintaining strong confidentiality and compliance across the organization.

Qualifications

• 7-10 years of progressive HR experience in a business-facing role.
• Experience with talent assessment, performance management, and succession planning.
• Strong analytical capabilities and use of talent data for decisions.
• Ability to influence across levels and handle confidential information.

Responsibilities

• Develop understanding of business strategy, operating model, talent needs and performance drivers.
• Serve as trusted HR partner to managers and employees, translating priorities into people actions.
• Identify organizational opportunities, risks and needs using data and context.
• Assess team strength, performance, potential, succession and retention risk.
• Lead talent reviews and succession planning for high-potential talent.
• Advise on organizational structure, spans of control and workforce planning.
• Coach leaders to build high-performing teams and leadership capability.
• Maintain strong relationships and monitor employee sentiment and health.
• Provide guidance on complex employee relations and risk management.
• Support culture, values, and programs across the organization.
• Use talent analytics to identify turnover and promotion trends.

Job description

HR Business Partner, L&G - Asset Management, America.

• Full-time
• Permanent/Regular or Fixed Term Contract/Temporary: Permanent (UK and ROW) / Regular (US)
• L&G Business Unit: Legal & General Investment Management
• L&G sub Business Unit: LGIMA
• Primary Location: USA, Chicago
• Job Family: HR LGIM
• Compensation: USD 125,000 - USD 150,000 - yearly

L&G's Asset Management business is a major investor across public and private markets worldwide, with $1.533 trillion in AUM.* Our clients include individual savers, pension scheme members and global institutions, who invest alongside L&G’s own balance sheet.

Our ambition is to be a leading global investor, innovating to solve complex challenges for our clients using the power of L&G. This is rooted in our investment philosophy and processes, which are focused on creating value over the long term.

We believe that incorporating financially material sustainability criteria, when relevant to our clients, can generate value and drive positive change.

The HR Business Partner serves as an HR advisor to business leaders, translating business priorities into talent and organizational strategies that strengthen performance and support long-term growth. This role requires a proactive HR leader who understands the business, builds credibility with leaders and employees, and brings thoughtful challenge and perspective to people decisions. The HRBP will work closely with the HR team and leaders to assess talent, strengthen organizational effectiveness, build leadership capability, address performance issues, and ensure the organization has the talent and capabilities required to deliver business results.

Responsibilities:

• Develop a deep understanding of the business, it’s strategy, operating model, talent requirements and performance drivers.
• Serve as a trusted HR partner to managers, leaders and employees at all levels, translating business priorities into practical people strategies and actions.
• Proactively identify organizational and talent opportunities, risks and emerging needs, using judgment, data and business context to improve people-related decisions.
• Partner with leaders to assess team strength, depth and capability, including performance, potential, succession, critical roles, retention risk and development.
• Lead talent reviews and support succession planning, development of high-potential and critical talent, and build, buy and retain strategies.
• Advise leaders on organizational structure, role clarity, spans of control, workforce planning, organizational changes and transformation initiatives.
• Drive a high-performance culture through clear expectations, differentiated performance management, accountability and effective performance issue resolution.
• Coach leaders on managing, developing and retaining high-performing teams and identify opportunities to strengthen leadership capability.
• Build trusted relationships across the organization and maintain a strong pulse on employee sentiment and organizational health.
• Provide thoughtful guidance on complex employee relations matters, balancing employee experience with business needs, performance expectations and appropriate risk management.
• Partner with leaders to reinforce the organization’s culture, values and expectations, identifying patterns and underlying organizational issues.
• Use talent data and analytics to identify trends, risks and opportunities related to turnover, retention, performance, promotions, talent movement, organizational health and workforce composition.
• Partner closely with the broader HR team to deliver integrated solutions, translate HR programs into practical business solutions, and represent business needs in broader people programs.
• Maintain strong knowledge of employment practices, immigration processes, global mobility requirements and HR compliance obligations.
• Support ad-hoc HR projects, reporting, policy updates and other HR initiatives as needed.

Qualifications and Experience:

• 7-10 years pf progressive HR experience, including experience partnering with managers and leaders in a business-facing HR role.
• Experience with talent assessment, performance management, succession planning, organizational design and leadership development.
• Strong analytical capabilities and comfort using talent data and business context to inform decisions.
• Experience navigating complex employee relations and organizational issues with sound judgment and discretion.
• Ability to build credibility with leaders and employees and challenge senior leaders constructively with an independent point of view.
• Strong interpersonal, written and verbal communication skills, with the ability to influence effectively across all levels.
• Highly organized, resourceful and able to operate effectively in a fast-paced, high-performance environment characterized by change, complexity and pace.
• High level of proficiency in MS Teams, Outlook, PowerPoint, Word and Excel.
• Proven ability to handle confidential information with discretion, adaptability and a high level of client service and responsiveness.

The starting salary offer will vary based on multiple factors, including but not limited to the applicant’s education, job‑related experience, skills, and abilities, geographic location, and market factors. This position is also eligible to participate in the company’s annual discretionary bonus plan. Full time employees may be eligible for health insurance with an optional HSA, short term disability, long term disability, dental insurance, vision care, life insurance, Healthcare, Dependent and Limited Care Flexible Spending Accounts, 401K, vacation, sick time, an employee assistance program, and commuter and transit programs. Additional voluntary programs include:supplemental health benefits including accidental injury, critical illness and hospital indemnity insurance and pet insurance.

EOE Statement

As an EOE employer, L&G Asset Management, America will extend equal opportunity to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, ancestry, national origin, age, disability, medical condition, genetic information, marital status, pregnancy, military status, and/or any other characteristic protected under applicable federal, state or local laws governing non-discrimination in employment. (2025)

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