HR Business Partner

Duties/Responsibilities

[The following reflects duties for this job but does not restrict the tasks that may be assigned.  Management may assign or reassign duties and responsibilities to this job at any time for business reasons.]

• Acts as a trusted advisor for business leaders on all people-related matters
• Partners with business leaders to provide human resource data, consultations and considerations that support strategic and tactical business objectives and the achievement of goals and objectives 
• Reviews, assesses and analyzes HR data and proactively works with leadership to develop integrated HR strategies & solutions including (but not limited to): workforce planning, people development (employee engagement, training, etc), compensation, performance management, diversity & inclusion and employee relations
• Supports business leaders by leveraging market/benchmark data and best practices to determine human capital strategies that support the achievement of growth plans including the deployment of uniform business goals and performance measures
• Responsible for ensuring organizational and/or personnel issues are identified and appropriately remedied
• Promotes & champions diversity in the workplace and ensures talent strategies attract & retain diverse employees
• Maintains a proficient level of knowledge and literacy regarding the business’ financial position, its strategic plans, and its culture
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory/compliance action as areas impacting the attraction, motivation, development, and retention of talent
• Works across HR, with functional peers and the CHRO, to provide a wide range of HR considerations and appropriate solutions to attract, develop, motivate and retain talent
• Participate in AmeriLife’s strategic planning for employee development and engagement
• An enthusiastic team leader and team member who creates a positive work environment and has a strong internal drive and customer service focus
• Able to create and provide talent best practices
• Upholds and demonstrates company value

Qualifications

Minimum Job Requirements

• Possess solid functional expertise across all general areas of HR, including Organizational Design, Workforce Planning, Diversity and Inclusion, Employee Experience, Talent and Performance Management, Total Rewards, Employee Relations, and Employment Law
• A true hands-on HRBP as well as the ability to successfully monitor the “pulse” of the employees to ensure a high level of employee engagement and satisfaction
• Experience working in a fast-paced, high-performance culture where the business is constantly evolving
• Experience working in the Insurance industry is a must.
• A strategic thinker with the ability to think critically and anticipate issues before they arise, and proactively suggest long-term solutions
• Excellent communication skills with the ability to communicate to varying levels of employees and management
• Ability to analyze and interpret business data, technical procedures and/or governmental regulations
• Ability to develop & maintain relevant processes, data reports and scorecards (with relevant KPI’s)
• Ability to effectively present information and respond to questions from varying levels of employees and management
• Excellent team collaboration skills with the ability to manage both direct (where appropriate) and indirect reporting relationships and build individual and team capabilities through direction, collaboration, feedback, and coaching

Knowledge, Skills, and Abilities

• BSc/MSc in Human resources or relevant field
• Ten or more years with progressive responsibility in human resources at a senior level who have operated primarily in a strategic role- developing policies and strategies, overseeing the execution of HR operations, analyzing performance metrics, and/or contributing to the alignment of HR strategies to organizational goals
• Proven work experience in a senior-level HR position (Financial Services/Insurance industry experience preferred)
• Good knowledge of labor legislation
• SPHR or SHRM-SCP preferred
• Proficient with Microsoft Office Suite
• Preferred proficiency with HRIS systems (Workday)
• Experience working with Mergers & Acquisitions is a plus