Director, HR Business Partner

Job Summary

The Director, HR Business Partner is responsible for building strategic partnerships across the business to drive people initiatives in support of F&G’s Corporate goals. This role will collaborate with other HR team members to develop solutions that drive business results.

The Director, HR Business Partner serves as a member of their assigned business unit leadership team, providing coaching on people-related topics and strategic counsel on talent planning. This role will report to the AVP, HR Business Partner.

Duties and Responsibilities

• Gain understanding of business strategy and operating model and translate into requirements for human capital solutions.
• Advise and consult with the business unit or department leaders and ensure awareness and understanding of HR programs.
• Create organization design solutions that support the business operating model and promote agility, innovation and reduction of non-value adding work.
• Align business, talent, and cultural strategies that engage employees and drive business growth.
• Build trust-based relationships with leaders and employees.
• Collaborate with HR team to deliver strong employee experience that enables employees to exceed their goals and develop their potential.
• Provide strategic and consultative HR support through business diagnostics, capability assessment, organization design, change management and communication.
• Collaborate with the HR team and other stakeholders to ensure HR initiatives, programs and policies are aligned with the overall goals and objectives of the business unit and the enterprise.
• Coach managers and leaders on how to effectively manage and develop their teams.
• Support business leaders to develop employee engagement action plans.
• Analyze data trends and metrics to inform business decisions and measure the effectiveness of HR programs.
• Influence leaders through data analytics, visualization and “story telling.”
• In partnership with HR COEs, interpret HR policy and provide innovative solutions to employees and managers.
• Facilitate workforce planning process to ensure the appropriate and timely access to capability and skillsets that support business objectives and expense management.
• Execute processes and programs designed by HR COEs (e.g., performance management, talent reviews, succession planning, compensation planning, performance improvement process).
• Build relationships with high potential talent in the business unit / department.
• Facilitate execution of people-related M&A activities.
• Meet with employees on HR issues and provide guidance. Partner with HR COEs and HR leadership to develop innovative solutions to resolve employee relations issues.
• Serve as an employee advocate while maintaining alignment to HR policy and governance.
• Work closely with HRBP team to ensure alignment, consistency, and standardization across the enterprise.

Experience & Education Requirements

• Bachelor’s degree required with studies in Human Resources, Business Administration or related areas preferred
• 8+ years of proven work experience in Human Resources (with roles of increasing responsibility) with an emphasis in employee relations, workforce planning, organizational and talent development/talent management
• Insurance/Financial Services industry experience helpful.
• HR professional certifications preferred.

Knowledge, Skills & Abilities

• Demonstrated ability to quickly build relationships and credibility with HR and business unit / department leaders.
• Ability to collaborate with HR team and business unit / department employees and managers.
• Continuous improvement mindset
• Strong and effective communication skills; ability to communicate in ways that inform, persuade, and engage target audiences.
• Strong writing and editing skills, with the ability to distill complex information into clear, concise content accessible to employees at all levels.
• Ability to challenge the status quo in a productive, inclusive, collaborative way to drive toward a successful outcome.
• Demonstrated ability to successfully manage relationships across all levels and provide strong consultative partnership.
• Demonstrated ability to think out of the box and find innovative solutions.
• Demonstrated relationship builder with an ability to counsel employees and leaders through challenging circumstances.
• Strong organizational and prioritization skills.
• Strong proactive communication, organizational, and interpersonal skills necessary to establish and maintain effective relationships.
• Agi