S&S Division Head of HR

Crum & Forster Company Overview

Crum & Forster (C&F) provides market leading property & casualty, accident & health, specialty and standard commercial lines insurance solutions. A true underwriting company, we have a 200-year history of helping our customers manage risk with laser-focused expertise, integrity and discipline. Our people are empowered to make decisions and problem-solve with you smartly and swiftly. Our annual gross written premium is 6.2 billion. C&F enjoys a financial strength rating of "A+" (Superior) by AM Best.

 

Our most valuable asset is our people. We have 3000 employees, and locations throughout the United States and India. With our employee-first focus, the Company is consistently recognized as a great place to work, earning multiple workplace and wellness awards, including the Great Place to Work® Award, Fortune 100 Best Companies to Work For, Fortune Best Workplaces for Parents, Fortune Best Workplaces for Millennials, and many others.

 

C&F is part of Fairfax Financial Holdings. For more information about C&F, please visit our website: www.cfins.com.

 

Our Surplus & Specialty Lines (S&S) division is skilled at developing customized coverage solutions for complex exposures, difficult-to-insure risks and niche segments of the market. S&S has over 850 employees (including over 280 based in India), 10 plus locations in the United States and 2 locations in India. Our product distribution includes Sharing Economy, Environmental, Energy, Transportation, Construction, Excess & Umbrella, Primary Special Risk, Security, and other industry segments. S&S achieves approximately 1.5 billion in annual gross written premium.

Job Description

 

 

Position Overview:

 

Reporting to S&S Division President, the S&S Division Head of HR is a key member of the S&S Division Senior Leadership Team and a strategic advisor to division leadership. This executive role is responsible for leading all human resources functions for the division, driving talent strategy, organizational effectiveness, and supporting division’s continued growth and profitability. This role also leads a team of two direct reports.

 

What you will do:

 

• Strategic HR Leadership
  • Lead HR strategy in support of division transformation, growth, and business objectives
  • Consult and advise business leadership on organizational design, workforce planning, and talent alignment
  • Maintain robust succession planning at all levels to support division revenue and profitability goals
  • Create and maintain a 3-5-year people plan in collaboration with the division President and leadership team
  • Be a thought partner to the division President and leadership, crafting programs that advance and engage talent
• Employee Relations
  • Provide expert guidance and timely resolution of all employee relations matters, demonstrating expertise and depth in investigations and solutions
  • Partner with CHRO as needed to proactively address complex or high-risk issues
  • Maintain strong knowledge of applicable employment laws and regulations, ensuring divisional awareness and compliance
  • Partner with corporate HR to support in mentoring, coaching and learning and development initiatives that improve individual and organizational performance

• Talent Management & Development
• Drive talent development strategies that support growth the for early- and mid-career talent, including career guidance and planning for internal opportunities
• Facilitate the talent mobility and advancement in partnership with other divisions and Corporate HR
• Partner with Corporate Talent Acquisition to oversee and drive recruitment and retention strategies ensuring excellence in candidate care, selection and onboarding
• Champion performance management efforts and promote a culture of continuous feedback and engagement between managers and their teams

• Employee Engagement and Communication
  • Identify opportunities to strengthen division employee engagement through both corporate and division initiatives
  • Communicate all HR programs clearly and timely, ensuring that the division is well aware of learning and development and career building opportunities
  • Serve as a BERTI champion, ensuring regular touchpoints with employees via our intranet platform
  • Meet regularly with all divisional leaders to understand business priorities and pain points, and provide practical guidance and solutions
  • Lead programs that support employee well-being a