Human Resources Business Partner

Sophisticated Work. In a Great City. Making a Difference.

The State of Wisconsin Investment Board (SWIB) manages more than $178 billion in assets, including those of the fully-funded Wisconsin Retirement System (WRS). SWIB operates at a level more often seen in top-tier global asset managers than in typical public pension funds. SWIB is a home for top talent. Approximately 61 percent of SWIB’s investment professionals are Chartered Financial Analyst (CFA) charterholders.The City of Madison, the state capitol and home of Wisconsin’s flagship university, makes regular appearances on lists of best places to live, eat, and play. SWIB offers a modern workspace, hybrid work options, and competitive compensation and benefits.

Serving over 703,000 WRS beneficiaries, SWIB is driven by a clear mission: securing the financial future of those who serve Wisconsin. When you work at SWIB, you know your work matters.

Job Description:

Position Summary

At SWIB, we are driven by our core values of Integrity, Excellence, Collaboration, Innovation, and People. The Human Resources Business Partner (HRBP) plays a key role in fostering a positive, high-performing work environment that aligns with these values while supporting SWIB's mission and business objectives.

The HRBP serves as a trusted advisor to managers across the organization. This role partners closely with leaders to address talent and organizational needs, strengthen manager effectiveness, support employee growth and engagement, and navigate employee relations matters. The HRBP collaborates closely with the Head of Human Resources, Senior HR Business Partner and broader HR team to deliver consistent, high-quality people solutions that support both employees and the organization.

The ideal candidate brings strong HR business partnership skills, a collaborative approach, and deep expertise in at least one core HR discipline such as Talent Management, Learning & Development, Employee Relations, Talent Acquisition, HR Programs, Organizational Development, or a related area.

Key Responsibilities

Business Partnership & Talent Management

• Serve as a trusted HR partner to managers across the organization, providing guidance on leadership challenges, employee development, performance management, workforce planning, and organizational effectiveness.
• Build strong relationships with leaders to understand business priorities, team dynamics, and talent needs, translating those insights into practical people solutions.
• Coach managers on performance, employee engagement, communication, team effectiveness, career development, and talent decisions.
• Analyze workforce and talent trends to identify opportunities to strengthen employee engagement, retention, and organizational performance.
• Collaborate closely with the Head of Human Resources, Senior HR Business Partner and other HR colleagues to provide aligned support for leaders and teams across shared client groups.

Employee Relations, Risk & Compliance

• Provide guidance and support on employee relations matters, including workplace concerns, performance issues, conflict resolution, investigations, and corrective action.
• Ensure compliance with internal policies, employment laws, and HR best practices while identifying and mitigating potential people-related risks.
• Escalate complex, sensitive, or high-risk matters as appropriate and partner closely with HR leadership to achieve effective outcomes.

Talent Acquisition & Organizational Effectiveness

• Partner with leaders and Talent Acquisition on workforce planning, role design, organizational structure, hiring decisions, and leadership recruitment efforts.
• Participate in leadership hiring processes, including interview panels, candidate evaluation, and offer consultation as appropriate.
• Support organizational change initiatives, employee engagement efforts, and the implementation of HR programs, policies, and resources that enhance employee and organizational success.

HR Collaboration & Continuous Improvement

• Serve as a liaison between business leaders and HR functional teams to ensure a coordinated and seamless employee experience.
• Partner with HR Operations, which supports HR systems, processes, data, and operational infrastructure, to ensure leaders and employees receive coordinated and effective HR support.
• Share insights and emerging workforce trends to inform HR priorities and contribute to a collaborative, high-performing HR team culture.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field.
• Five (5) or more years of progressive HR experience, some of which must involve directly advising/supporting leaders in an HR Business Partner, HR Generalist, Employee Relations, Talent Management, Organizational Development, or similar advisory role.
• Strong knowledge of employment law, HR best practices, and employee relations principles.
• Ability to coach and influence leaders while building credibility and trust across all levels of the organization.
• Strong problem-solving, judgment, and decision-making skills.
• Experience using data, insights, and workforce trends to inform recommendations and decisions.
• Excellent verbal and written communication skills.
• Strong interpersonal and relationship-building skills, with the ability to maintain confidentiality and handle sensitive situations appropriately.
• Proficiency with Microsoft Office Suite and HRIS systems.
• Strong organizational and time-management skills with the ability to manage multiple priorities and deadlines.
• Ability to work independently while also collaborating effectively with colleagues and stakeholders.
• Ability to work in our Madison office three (3) days a week. 

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting leaders in an investment management organization.
• Experience leading talent, leadership development, or employee engagement programs or initiatives.

• Competitive total cash compensation, based on AON (formerly McLagan) industry benchmarks
• Comprehensive benefits package
• Educational and training opportunities
• Tuition reimbursement
• Challenging work in a professional environment
• Hybrid work environment

The position requires U.S. work authorization.

Pursuant to our Hybrid Remote Work Policy, all staff have the flexibility to work remotely but are required to have a weekly presence in our offices, the frequency of which is dependent on their distance from office or the job position. Staff are not required to reside locally; however, we offer relocation reimbursement to the Dane County area per our policy.

All SWIB employees are subject to SWIB’s Ethics Policy and Personal Trade Approvals Policy. These policies include restrictions on outside business activities and employment and have limits on personal trading. You may request copies of these policies from SWIB’s talent acquisition team and any questions can be answered by SWIB’s compliance team.