Manager, 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

$99,100.00 - $163,500.00

Target Openings

1

What Is the Opportunity?

Under the direction of the Field HR RVP/Regional HR, 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 coaching and counseling to management and employees in order to enhance individual contributions. Note: Focus of the following components/responsibilities may differ by line of business and/or client group assignment:

What Will You Do?

• Partners with Regional HR/HR RVP 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/Regional HR, ensures the communication and execution of our compensation philosophy.
• Analyzes internal/external equity based on local market information and takes initiative to address issues.
• Administers and communicates HR policies and programs with departments and across lines of business as appropriate.
• Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan.
• Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan.
• Spends time coaching and giving feedback to employees and management.
• Ensures compliance with federal, state and local laws that impact HR; responds to government and employee inquiries or complaints, coordinates their resolution.
• Collaborate with management and employees to identify and resolve issues that achieve a balance between business needs and employee needs, and ensure compliance with company policies and procedures.
• 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.
• 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.
• Conducts AAP analysis and provides consultative support in the development and administration of Affirmative Action Programs, responding to discrimination complaints or charges, and coordinates their resolution.
• Executes the human resources planning effort with the customer groups to identify and build diverse pool of key technical and leadership talent to facilitate talent development and succession planning.
• Counsels' management on the development process and execution of development plans to build skill, competency and organizational capability.
• Assists management to leverage talent among work groups (e.g. cross-training, rotational assignments, redeployment).
• Ensures that appropriate human resource systems are in place to attract, select, reward, train and motivate staff.
• Identifies and analyzes productivity, turnover, and hiring trends; develops and implements appropriate action plans.
• Stays current and is aware of social, economic and other trends that may affect the business or the direction of human resources policies and programs.
• Designs