Director, HRBP

The Director, Human Resources Business Partner, will serve as a trusted advisor to senior leaders in the Claims-Physical Damage vertical. This role will be responsible for translating business priorities into integrated people and organizational strategies. The role will operate in a complex, fast-moving environment and partner across People Group centers of excellence to strengthen leadership capability, organizational effectiveness, talent outcomes, workforce planning and change execution.

Responsibilities

Develop a deep understanding of Physical Damage, including its strategy, operating model, talent, roadmaps, business priorities, and organizational risks; Build trusted, influential relationships with senior business leaders to strengthen collaboration and partnership; Apply strong business judgment, analytical skills, and root-cause problem-solving to translate business objectives into effective talent strategies and solutions; Partner with clients to identify talent management needs and design high-impact solutions that support long-term success and align with enterprise people initiatives; Advise Physical Damage leaders on organizational design, workforce strategy, leadership effectiveness, succession, talent reviews, performance management, and retention of critical talent, with emphasis on the capabilities needed for profitable growth; Leverage workforce data, business metrics, product insights, and organizational intelligence to identify capability gaps, capacity constraints, leadership risks, and interdependencies; frame options, influence decisions, and measure the impact of people strategies; Drive disciplined execution, accountability, and follow-through across concurrent priorities, including capability building, leadership development, career pathways, cross-training, workforce deployment, and change adoption; Apply effective change management practices, with a strong focus on communication and engagement at every level; Partner with People Group Centers of Excellence to ensure timely service and support, and collaborate with peers to deliver a consistent "one PG" experience for internal clients; Foster an inclusive environment that incorporates diverse perspectives into plans and solutions suited to evolving circumstances

Requirements

12+ years of progressive Human Resources experience, including strategic HRBP leadership supporting senior leaders in complex, matrixed, high-growth, or transformational organizations; Bachelor's degree in Human Resources Management, Business Administration, or equivalent experience required; Broad expertise across HR disciplines, including organizational design and development, workforce and capability planning, talent acquisition and management, succession planning, performance, leadership development, compensation, retention, culture, engagement, and inclusion; Proven success translating business priorities into high-value talent strategies and outcomes, including leading large-scale organizational transformation and change across business functions; Strong business and analytical acumen, with demonstrated ability to use workforce and business data to assess capacity, capability, organizational health, and execution risk; generate insights; and influence senior-level decisions; Demonstrated ability to advise, coach, and constructively challenge VP-level or equivalent leaders on operating models, decision rights, cross-functional accountabilities, conflict resolution, and talent implications; Ability to build credibility quickly, navigate ambiguity and complex stakeholder dynamics, adapt and execute without established protocols, and drive decisions across competing priorities with sound judgment and discretion; Excellent executive communication, facilitation, collaboration, and influencing skills, supported by a direct point of view and a passion for developing leaders, strengthening teams, and enabling associates to perform and grow

Nice to have

Experience in the insurance industry

Benefits

Personalized development programs; mentorship; certification assistance; competitive pay; benefits; flexibility to support well-being and future