Director, HR Business Partner, Global Specialty

HR Business Partner - HG06AE

We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future.   

         

The Hartford has an exciting, strategic, and highly visible Director-level HR Business Partner supporting our Global Specialty (GS) business segment’s Wholesale, Chief Underwriter Office, Chief Operating Office, and Strategy organizations.  As the HRBP, you will build a strong understanding of the Global Specialty organization and a deep acumen in the business lines. The HRBP will be responsible for developing and executing comprehensive workforce strategies across these groups, including talent identification, succession planning, organizational design and effectiveness, contemporary rewards, career paths, skills development, optimal geographic footprint, employee engagement and retention approaches. In addition to client strategic support and partnership, you will own Culture and DEI as the practice lead for GS. This role reports to the Head of HR of Global Specialty. This role is based in our Hartford, CT Home Office on a hybrid basis. 

Responsibilities:

• Contribute to business performance by providing thoughtful consulting & coaching on people strategies, organizational design/effectiveness, and other human capital and/or business initiatives

• Leverage strong executive coaching & influencing skills to enhance leadership and organizational performance

• Promote, facilitate, and support an environment that is inclusive and diverse through recruitment, selection, and retention strategies

• Help build and drive the strategic Diversity & Inclusion plan for GS

• Help shape and implement the next evolution of GS Culture program

• Leverage data and analytics for the identification of trends and opportunities and provide input into the metrics used to track effectiveness of initiatives

• Help leaders optimize compensation, reward, and recognition programs with strategic planning on these and all HR-stewarded people processes to develop approach and implementation

• Identify work environment strategies to increase employee performance and engagement. Participate as a member of project teams focusing on both HR and cross-organizational initiatives

• Support superior adoption of Workday including fully leveraging the skilling capabilities

• Build a strong understanding of the business to enable aligned talent strategy

Qualifications:

• A minimum of 10 years’ experience as a human resources business partner in a large corporate setting. Insurance industry and/or financial services experience. Wholesale insurance experience preferred.

• Effective collaborator with clients and across the HR function

• Seasoned professional with proven experience and an optimistic approach to:

  • Effectively consulting with, coaching, and influencing senior executives

  • Pragmatic yet proactive problem-solver: Balance between policy and reality and deeply understands what we are trying to accomplish

  • Building and maintaining trusted relationships with the ability to influence business outcomes

  • Leveraging data analytics to support business case for change and understands how to identify and leverage partners to drive movement forward to outcomes

  • Successfully leading cross-enterprise communities of practice strongly preferred

  • Developing and implementing effective organization structures; including job design

  • Creating talent management and talent development strategies

  • Successfully leading organizations through change management

  • Creating human capital strategies to align and support tangible business outcomes

  • Being proactive and taking initiative; examples of leading the change and work and making movement happen

  • Displaying excellent judgment

  • Managing projects - ability to create project plans, identify key stakeholders, define criteria for success, and effectively manage scope, teams, and deadlines

• Working knowledge of and strategic application of

  • Compensation practices

  • Employment Law and/or HR Compliance

  • Learning and development practices

  • Organizational effectiveness programming

  • Organization design and communication planning

  • Performance calibration and retention assessments

  • Evidence