HR Business Partner

About Northern Trust As a global leader in innovative wealth management, asset servicing, asset management and banking services, Northern Trust (Nasdaq: NTRS) is proud to guide the world’s most successful individuals, families, corporations and institutions. Since 1889, we have aligned our efforts with our three guiding Principles That Endure: Service, Expertise, and Integrity. Together, they reflect the three cornerstones of business conduct which we strive to instill in our employees, whom we call partners, and to provide to our clients and the communities we serve worldwide. With more than 135 years of financial experience and over 24,000 partners, we serve the world’s most sophisticated clients using leading technology and exceptional service.

Reporting to the Head of HR Consulting for COO Business Services, Technology, and Chief Data & Analytics Office, this individual contributor role will support client groups within our Business Services groups in the Enterprise Chief Operating Office.  This role serves as one of several HR Business Partners aligned with senior leaders within this organization to ensure effective coordination between business clients, the HR Consulting Function and HR Centers of Expertise (COEs) to strategically and proactively deliver HR solutions.

Strategic Business Partnering: Partners with leaders to understand business goals and challenges; brings people and workforce implications into business decisions early and proactively. Workforce planning and talent foresight : Translates business strategy into workforce needs (skills, capacity, roles, timing); anticipates risks and gaps rather than reacting late. Organization design & effectiveness: Advises on team design, role clarity, spans of control, and ways of working; supports reorganizations and improvements to how work gets done. Leader coaching and talent decisions: Coaches leaders on performance, development and difficult talent decisions; builds leader capability rather than taking ownership away from leaders. Change leadership & transformation: Supports or leads change initiatives by translating enterprise change into local impact; focuses on readiness, adoption, and sustained outcomes. Data analytics and AI enabled insights: Uses people data, analytics, and AI‑enabled tools to surface insights, tell a story, and inform decisions; shifts conversations from reporting to meaning and implications. Succession and Leadership planning: Partners with leaders on identifying critical roles, assessing readiness, and defining development actions; senior HRBPs shape longer‑term succession strategy. Culture, Engagement & Inclusion: Helps leaders understand how behaviors drive culture and engagement; embeds inclusive practices into everyday people decisions. Risk Management & Employee Relations: Facilitates navigation of complex employee cases with support from ER SMEs; balances policy, risk, fairness, and employee experience while identifying systemic issues. HR Solution integration with COEs (Centers of Excellence): Acts as the integrator between the business and HR COEs (Talent Acquisition, Talent, Learning & Development, Rewards, DEI), ensuring solutions are practical, aligned, and business‑relevant. Enterprise influence and facilitation: Facilitates leadership and talent discussions and represents HR credibly in business forums; influences outcomes through trust, insight, and judgment.

Education: Bachelor’s degree in business administration or related field Experience (8+ years) operating in a HR Business Partner or comparable role. Strong consulting and advisory capability with proven experience coaching senior leaders. Ability to analyze data, assess risk and apply sound judgment to inform and influence decision‑making. Deep domain expertise across HR policy, practice and process, with a strong understanding of how HR disciplines integrate. Highly collaborative relationship