Director, Human Resources - Field

Who Are We?

Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it.

Job Category

Human Resources

Compensation Overview

The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards.

Salary Range

$132,800.00 - $219,100.00

Target Openings

1

What Is the Opportunity?

Under the direction of an HR RVP/Lead HR Business Partner this dynamic HR Director role is designed for a strategic business partner and trusted advisor who thrives on partnering with leaders and employees to drive business success and transformational change initiatives across assigned customer groups.

Partners with leaders to identify future talent needs tied to business strategy and connects hiring, development, and movement decisions to strategic objectives. Collaborates to strengthen leadership capabilities that drive sustainable business results.

Provides high-level coaching and counseling to leaders and employees to enhance individual and team performance. Participates in the development of HR policies and programs by partnering with employee relations, compensation, and specialist functions to create comprehensive people solutions that support the organization through periods of change and growth.

May include managing and mentoring less experienced HR Directors and managers. Requires minimal HR RVP/Lead HR Business Partner oversight and serves as backup to HR RVP/Lead HR Business Partner as needed.

What Will You Do?

Compensation:

• Partners with HR RVP /Lead Generalist and field business partners to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy.
• Working with HR RVP/Lead Generalist, ensures the communication and execution of our compensation philosophy.

Organization Effectiveness:

• Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan.
• May lead the human resources planning effort within the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives and that appropriate human resource systems are in place to select, reward, train and motivate staff. Encourages progressive management and leadership characteristics and empowered staff by providing needed tools.
• Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan.
• Ensures compliance with federal, state and local laws that impact HR; responds to employee inquiries or complaints, coordinates their resolution.
• In conjunction with other human resources staff, participates in the development of necessary policies and practices to ensure that they are consistent with overall corporate direction and in support of customer group plans.
• Consults on organizations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organizational change.
• Assists management with cultural change issues.
• May participate in functional initiatives having an Enterprise impact.

Performance Management:

• Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management.
• Develops interventions (proactive and reactive) that support employee relations and organizational effectiveness. Drives organizational metabolism.
• In partnership with HR RVP/Lead Generalist and Employee Relations Representative track and assess employee relations activity in Region or assigned territory. Develop action plans as necessary to address trends/issues.

Employee Development/Talent Management:

• May execute the human resources planning effort with the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives.