HR Executive, Individual Markets

Guardian is seeking an experienced and dynamic Executive HR Talent Leader to join our team as the HR leader of our Individual Markets (IM) business, which combines the products and services that Guardian provides directly to individual customers primarily through our general agency distribution channel. These include life insurance, disability, annuities, and wealth management products and services.

The ideal HR candidate will have a proven track record in talent management, strategic HR planning, and leadership within a complex organizational structure. This role is pivotal in partnering with our senior leaders to influence and execute on key talent related strategies to drive Individual Market’s key strategic business priorities. 

Candidate Responsibilities:

Partner with senior leaders and their teams to develop and execute a talent strategy that enables business growth, leadership development, succession planning, employee engagement, organizational design, change and equity and inclusion. To do this, you will:

• Collaborate with leaders to identify areas to enhance business performance through strategy, structure, process, people and rewards.
• Assist in design and implementation of retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization – now and for the future.
• Support the development of effective leaders within the organization, focusing on leadership needs and key themes identified as part of the business strategy and organizational and talent review processes.
• Play an active role in guiding leaders through ongoing talent review and succession planning activities.
• Work with leaders to create strategies to close talent gaps, developing a highly effective leadership team and bench strength for succession.
• Encourage building organizational and talent strength through diversity.
• Partner with leaders on employee engagement using data to identify factors that drive performance, commitment and intent to stay; partner with leaders to develop plans in support of improving engagement.

Functional Skills and Leadership Behavior:

Business Acumen

• 15+ of human resources experience with solid business acumen and ability to create and implement human capital initiatives that enable the business strategy.
• The ability to work effectively within the organization’s financial and operational context.
• Demonstrated financial and analytical acumen to synthesize and prioritize ranging issues and activities, thus be highly effective in formulating coordinated action plans and activities.
• An effective level of business literacy to be able to substantively contribute to the success of the business.

Data Judgment

• Experience leveraging data to influence decision making outcomes with ability to “tell the story” using data.
• Demonstrated strong analytical and assessment skills.
   

Strategic Thinking:

• The ability to develop and execute solutions to business challenges and to influence strategic business decisions.
• Strategic Human Resource Thought Leadership – are able to execute HR strategies across the organization in an efficient manner.

Relationship Management/ Collaboration:

• Ability to build relationships and quickly earn the trust of leaders, partners, key stakeholders and collaborators, building credibility and becoming their trusted advisor.
• Proven experience in driving change, negotiating and influencing leaders and key stakeholders across levels.
• Demonstrated courage to make difficult decisions by establishing high trust and credibility with the business leaders.
• Comfortable partnering within HR “COEs” to execute enterprise initiatives and engage with the business as needed.

Talent Management

• Demonstrated expertise in business and talent strategy, culture change, workforce planning, data and analytics, organizational design, talent management, and transformational organizational changes.
• The ability to identify, support and execute HR activities of strategic value to the organization and meet employees' needs across the employee life cycle.
• The ability to inspire employees at all levels and drive the talent agenda forward.

Agility

• The ability to respond to shifts in the business environment and to adapt and change course when necessary.
• The ability to use excellent judgment while working with multiple priorities and deadlines in a fast-paced environment.
• Intellectual curiosity; brings insights into the team and business with continual willingness to learn.
• Proven ability t