AVP, Talent Management

Overview: 

If you're looking for the stability of a profitable, growing company with the entrepreneurial spirit of a startup, we’re hiring. SageSure, a leader in catastrophe-exposed property insurance, is seeking an AVP, Talent Management to drive a high-performance culture through a modern, strategic approach to talent, leadership, workforce planning, and organizational effectiveness. 

This role leads the HR Business Partner function and oversees Learning & Culture, including leadership & talent development, DE&I, engagement, and social impact. In addition to building scalable people strategies that strengthen leadership capability, build bench strength, and align talent investments with growth, this leader will play a key role in shaping the future of how and where we work. They will help evolve our workplace distribution strategy and foster stronger collaboration, in-person connection, and a culture of engagement across a distributed workforce. 

The ideal candidate brings executive presence, business acumen, and a proven ability to build modern talent systems in fast-scaling environments. They pair strong advisory skills with a data-driven mindset—leveraging analytics, workforce insights, and trend analysis to shape decisions, influence leadership, and drive measurable outcomes across performance, culture, and organizational health. 

 

Primary Responsibilities: 

• Lead and elevate a high-impact HRBP function that supports enterprise-level leaders and drives strategic alignment across business units. 

• Collaborate with leaders on areas such as Organizational Assessment, Succession Planning, and Organizational Structure to strengthen our overall organizational capability. 

• Shape and guide org design, change leadership, and executive coaching to strengthen performance, agility, and accountability. 

• Expand Learning and Development to include a learning philosophy while driving a strong vision and implementation plan for continued organizational development to ensure people, policies, and processes are in place to evolve the business. 

• Build and scale a learning philosophy and programs that strengthen capability, retention, and future-state readiness. 

• Translate insights from employee feedback, performance data, and business priorities into targeted development programs with measurable outcomes. 

• Support leaders through the people Performance Management cycle, coach leaders on promoting a high-performance culture and addressing performance improvement needs within their teams through action plans. 

• Partner with senior leaders, FP&A, and Strategy to align talent investments, headcount planning, and organizational structure with long-term goals. 

• Lead enterprise-wide succession planning, talent reviews, and mobility strategies to build bench strength and leadership continuity. 

• Use data and analytics to inform calibration, workforce planning, and talent investment decisions. 

• Develop frameworks that support advancement, equitable talent practices, and internal mobility across roles and levels. 

• Partner with FP&A and Strategy to align headcount, structure, and talent investments with long-term growth. 

• Design and evolve workplace strategies that strengthen connection, engagement, collaboration, productivity, and in-person culture across a distributed workforce. 

• Enhance our employee engagement and culture experience by working closely with key talent stakeholders to help drive internal and external awareness of company culture, the employee experience, and our people’s stories. 

• Develop and execute Talent Management strategies and activities that cultivate growth, innovation, employee engagement, and organizational effectiveness in alignment with our values.