Director, Human Resources

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 160 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

$129,200.00 - $213,200.00

Target Openings

1

What Is the Opportunity?

Under the direction of a HR RVP/Lead Generalist, drives results for all human resource efforts for assigned customers. Participates in the development of human resources policies and programs by partnering with employee relations, compensation and other specialist functions. Directs all human resource activities within the customer group. Provides a high level of coaching and counseling to management and employees in order to enhance individual contributions. Works in partnership with HR RVP to develop strategy and drive initiatives that have a region/countrywide impact. May manage/mentor less experience generalists/Human Resources managers which will include providing performance feedback, coaching, and development. Requires minimal HR RVP/Lead Generalist oversight. Will act as back up to HR RVP/Lead Generalist as needed.

** This position is hybrid - located 3 days in office in Richardson, Claim Center. **

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:
• Administers and communicates HR policies and programs with departments.
• 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 government and 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, e.g. College Relations, Phased Retirement, 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.
• Provides consultative support in the development and administration of Affirmative Action Programs, responding to discrimination complaints or charges, and coordinates their resolution.
• 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.
• Perform other duties as assigned.

What Will Our Ideal Candidate Have?

• Seasoned human resource professional, typic