Associate HR Business Partner

Associate HR 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 Associate Human Resources Business Partner will serve as an advisor to specific business units and front-line managers within the organization, in addition to facilitating key People Center initiatives related to talent acquisition, HR data analytics, and growth and development of frontline managers and employees.  With 3-5 years of HR experience, the Associate HR BP will be responsible for aligning HR strategies with business objectives, providing expert HR guidance, and driving key HR initiatives that support business goals. The role involves a hands-on approach to HR leadership that supports the delivery of strategic initiatives and fosters a productive and positive work environment. 

Essential Duties and Responsibilities 

Talent Acquisition and Recruitment: 

• Collaborate with hiring managers to create detailed job descriptions that accurately reflect the requirements, competencies and expectations of open positions. 

• Support internal stakeholders in managing the business recruitment process, administering assessment tools and techniques, and coaching hiring managers and team in final candidate selection. 

• Partner with the Learning & Development (L&D) Center of Excellence and business stakeholders to create onboarding plans to ensure new hires are effectively integrated into the organization. 

Performance Management: 

• Assist managers and employees in setting clear, measurable performance goals aligned with organizational objectives. 

• Facilitate regular performance review cycles, providing guidance and support to managers and employees throughout the process. 

• Collaborates with Employee Relations and managers to create performance improvement plans for underperforming employees. (proactive) 

HR Data, Metrics and Reporting: 

• In partnership with HRIS, collects and analyzes HR data to track key metrics regarding HR activities, trends, and outcomes (e.g. turnover rates, employee satisfaction, and recruitment effectiveness, internal movement, reward / recognition programs, leave, performance, engagement development, exit interviews, quality of hire, etc.) 

• Use HR data to provide actionable insights and recommendations for continuous improvement in HR practices. 

• Conducts exit interviews, regularly analyzes trends and patterns 

Supports Growth & Development 

• Provides “Just in Time” (JIT) manager Coaching on core management practices (e.g. Performance, management, difficult conversations, building team morale, employee engagement initiatives, developing people and leaders, etc.) to optimize people’s performance and grow the leadership bench. 

• Assists with facilitation of key learning sessions and /or teambuilding in collaboration with Learning & Development department.  

Acts a sole HRBP to 1-2 business units. 

• Partner with internal business groups to design and execute HR solutions aligned to business needs 

• Collaborate across teams and HR centers of excellence (ex: recruiting, compensation, learning & development) to execute on people strategies, projects, and initiatives. 

Minimum Qualifications  

Education: 

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

 Experience: 

• 3-5 years of experience in multiple HR functions, with a focus on HR business partnering or generalist roles. 

• Proven track record of successful HR management and strategic partnership with business leaders. 

Skills: 

• Strong interpersonal and communication skills. 

• Ability to build relationships and influence stakeholders at