Senior HR Generalist

Company Overview

Legal & General is a leader in Pension Risk Transfer with over 30 years of experience globally, servicing over a million annuitants. Building on our global success, we established our Pension Risk Transfer platform in the US in 2015.  The business has grown steadily and by the end of 2023 we had more than $10 billion in premium written.

At Legal & General Retirement America, we aim to make a positive difference in the lives of our customers, partners, colleagues, and the communities in which they live.  We are passionate about what we do and how we do it. This means working with pace and energy to reach our goals and challenging ourselves to achieve more.  We strive to create a unique environment where balance between work and life is possible. 

Purpose and Objective

The Senior HR Generalist reports to the HR Manager. This person will work within assigned business units and will offer thought leadership on organizational and people-related strategy and execution, as well as responsibility for developing people manager capabilities.  The Senior HR Generalist is responsible for a range of duties across the entire employee life cycle.  This includes handling recruitment, employee relations and investigations, training and development, performance management, talent management, employee engagement, offboarding and other HR tasks/initiatives as needed.

Role and Responsibilities

• Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution.
• Understand the business strategy and find opportunities to increase alignment with the strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures and processes.
• Act as the advocate for leading the talent management and development plans for the business unit with a focus on enhancing the quality of leaders and managers and developing people manager capabilities, building skills and capabilities of the workforce, and ensuring succession bench strength.
• Work closely with Group/LGRI Talent teams in the UK to select training for the team, identify training needs for the organization and source vendors to partner with (where needed), and facilitate training sessions as necessary.
• Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change, coaching and training.
• Analyze workforce trends to model and forecast future labor requirements to support leaders in workforce planning and succession management.
• Review key business performance targets and their related talent implications with business leaders.
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Act as a liaison between the business, HR operations and COEs to ensure HR services are aligned with internal client needs.
• Align performance management and reward strategies to reinforce an environment of dedication and innovation with and across business units.
• Coach leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.
• Conduct employee relations investigations under the direction of the HR Manager; guide managers on performance management issues; ensure proper coaching of managers to improve employee performance and engagement.
• Implement appropriate employee training and manage its delivery.
• Facilitate long-term initiatives aligned with the strategic agenda.
• Maintain compliance with federal, state and local employment laws and regulations, and recommend best practices.
• Perform additional HR tasks as needed and directed by the HR Manager or VP, Head of Human Resources.

Requirements

• Bachelor’s degree in Human Resources or Business or equivalent experience

• PHR or SHRM Certified Professional preferred
• Minimum 5 years of demonstrated experience in Human Resources as a Generalist or similar role
• At least 2-3 years of demonstrated experience recruiting in a corporate setting
• At least 2-3 years of proven experience handling employee relations issues and formal investigations
• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy as well as deep knowledge of HR policies, processes (e.g., workforce planning, handling employee relations and investigations) and talent management practices
• Ability to identify new ways for HR to support the business strategy and develop clear, actionable steps in support of the overall business strategy
• Creative and in