Director-Human Resources Business Partner

Director-Human Resources Business Partner

Company Summary  

Come join one of America’s fastest growing insurance companies with a stable history of 175 years. At National Life Group (“NLG”), we offer a flexible work environment with opportunity for growth. As a mission-driven business, our promises are as important as the products we sell. We encourage our associates to live our values: Do Good. Be Good. Make Good.  

Our mission extends beyond the insurance and annuities policies that we sell. Our cause is also to make the world a better place through grants from our charitable foundation, paid time for our employees to volunteer, environmentally sustainable and healthy work sites, and events that promote the work of nonprofits in our own backyard.  

We invite you to explore what we have to offer and to join our cause. 

Role Summary 

The Human Resources Business Partner (HR BP) will serve as an advisor to key business units and leadership, driving People Center initiatives across talent acquisition, performance management, HR analytics, and leadership development. With 10-15 years of progressive HR experience, this role will align HR strategies with business objectives by designing innovative recruitment frameworks and onboarding programs, developing robust performance management processes, and leveraging data-driven insights to inform executive decision-making. Additionally, the HR BP will assist with comprehensive talent development initiatives and provide coaching to empower managers and build a resilient leadership pipeline, ensuring a dynamic and productive work environment that supports long-term business growth. 

Essential Duties and Responsibilities 

Talent Acquisition & Recruitment 

• Partner with business leaders to craft comprehensive job descriptions that define role requirements and competencies and align with the organization’s long-term vision. 

• Collaborate with Talent Acquisition to oversee and continuously refine the end-to-end recruitment process, employing advanced assessment methodologies and providing executive coaching to ensure the selection of top-tier talent. 

• Guide business leaders on implementing innovative onboarding programs in collaboration with the Learning & Development Center of Excellence, ensuring seamless integration of new hires that meets critical business objectives. 

Performance Management 

• Advise leaders on establishing clear, measurable performance objectives that drive a high-performance culture and align with organizational strategy. 

• Deliver strategic guidance and support to both managers and employees through the development and execution of robust performance review cycles. 

• Collaborate proactively with Employee Relations and business leaders to devise and implement targeted performance improvement plans, ensuring sustained growth and accountability. 

HR Data, Metrics & Reporting 

• Identify gaps in current talent data / reporting and partner with HRIS to find appropriate solutions. 

• Leverage HR analytics to monitor key performance indicators and trends, transforming data into strategic insights that enhance both business performance and HR practices. 

• Analyze data to effectively communicate actionable insights, driving informed decision-making at the leadership level. 

Professional Growth & Development 

• Partner with Learning & Organizational Development to facilitate comprehensive, business-specific, talent development programs that strengthen the leadership pipeline and build a resilient, future-ready organization. 

• Support business leaders in conducting organizational talent assessments and subsequent action planning to prepare future leaders to meet business goals. 

• Provide coaching on core leadership competencies—including performance management, effective communication, and team engagement—to empower managers in navigating complex organizational challenges. 
   

Serve as the dedicated HR Business Partner for 1-2 business units, aligning HR strategy with overarching business goals and fostering a culture of innovation, continuous improvement and excellence. 

Minimum Qualifications  

Education: 

• Bachelor’s degree in Human Resources, Business Administration, or a related field. 

 Experience: 

• 10+ years of progressive HR experience in multiple HR roles, with 5+ yrs. specific experience as a HR business partner  

• Proven track record of succ