Senior Manager, Human Resources Business Partner - Legal & General America

Overview

At Legal & General America, we aim to make a positive difference in the lives of our customers, partners, colleagues, and the communities in which they live.  As a recognized market leader of term life insurance, we’re working to transform our business through innovation and technology to provide products and solutions that help American families secure their financial futures.

We are a future-focused company, passionate about what we do and how we do it. This means working with pace and energy to reach our goals, and challenging ourselves to achieve more.  We strive to create a unique environment where balance between work and life is possible. Our employees' passion, dedication and hard work, as well as our career development opportunities, benefits, and employee activities contribute to our positive workplace culture.

The Managing HR Business Partner is responsible for aligning business objectives with employees and management and for solving complex organizational challenges through people-related solutions. Work closely with the leadership of their client group to provide proactive support on all aspects of HR, thinking strategically about challenging people topics that need innovative solutions.  Create people strategies that support staff in their career growth and development while enhancing engagement and cultural initiatives.  This position partners with the rest of the HR team to deliver value-added services to management and employees. The HRBP position aligns HR with the needs of the business and contributes to the development of and the accomplishment of the organization-wide business plan and strategy.

Responsibilities

People Plan

• In collaboration with leadership and OD Leader, identifies gaps in current people plans, people programs, and tools to develop critical skills and maintain productivity. Guides the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, SWP and succession, diversity and inclusion, engagement and culture). Participates in creating the people plan for assigned client and overseeing plans for HRBP team.

Leadership & Team Performance

• Assesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance. Assembles and provides summary status updates and guidance for senior level leadership. Conducts one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps.  Coaches managers and leaders to facilitate organizational change and model and inclusive environment.
• In collaboration with OD Leader, identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for the business. Assists in facilitating leadership capability planning for the organization.  Executes on strategies and action plans to transform leaders and teams to embody leadership and people behaviors.

Organizational Design

• Collaborates with HRBPs, OD Leader and business leaders to interpret business needs and people priorities. Contributes to the design and/or integration of the holistic organizational plan (talent, structure, culture, process). Partners with the business to monitor, execute and continue to evolve and inform the design. 

Organizational Diagnostics

• Partners and consults with other HR disciplines (Talent Management, Organizaional Development, Shared Services) on leveraging data and systems, diagnosing talent and talent management processes/programs, interpreting results and building recommendations based on data analyses. Assess, interprets and presents findings on organizational effectiveness and designs and implements assessments or solutions for the department or organization.
• Interprets results of analyses provided by HR colleagues on talent management processes (attrition, movement, compensation patterns, engagement and other surveys), talent needs and risks to the organization. Identifies trends/themes, communicates findings with the broader HR team and leadership, and provides recommendations relating to organization strategies, goals and actions. Use knowledge of the business to frame data in meaningful way when making recommendations.  Translates data into action and leads the implementation of data-supported plans.

Change Design and Support

• Identifies the needs for change and leads the implementation and adaption to new or changing structures, cultural change or programs/processes. Contributes to developing change management and communications plans in collaboration with the Communications team and business leaders.

Strategic Talent Management

• Identifies talent strengths and needs through ongoing assessment of business needs. Partners with Talent and OD staff to translate business priorities into talent management outcomes.  Design approaches to help business leaders make decisions to build, buy, or borrow talent and assess the impact of those decisions.
• Implements talent movement and development plans in partnership with Talent and OD staff, and Senior leadership by identifying potential successors using business insights and data. Ensures plan progresses and builds succession ready pipeline of talent. May move high potential talent into roles in other areas of the organization.
• Participates in the development and implementation of talent development plans and programs in partnership with Talent and OD staff, by analyzing and interpreting business and people needs.
• Participates in the diversity and inclusion planning strategy for the business and assigned areas. Contributes to expanding the workforce diversity and building inclusive leadership practices.

Leadership

• Provide vision and leadership to the HRBP team so that they may successfully partner with the HR team, assigned areas of partnership, and the entire staff to ensure people and organizational success.
• Develops team to high levels of performance, ensuring HRBP responsibilities are achieved. Empowers the team to self-organize. Provides clear direction while empowering staff to organize their time and work, assisting in identifying KPIs for the HRBP team.
• Fosters a sense of connection and belonging, communicating often and openly, practicing active listening and creating a feeling of succeeding and mis-stepping together,  building a strong foundation for connection, taking responsibility and accountability for team actions. Willingness to accept criticism and listen to feedback from others.
• Shows openness to new ideas and fosters organizational learning, flexibility to change opinions, being open to new ideas and approaches, and provides safety for trial and error.
• Nurtures growth – shows commitment to staff learning, development, and growth generation leader; motivates and energizes team, making every individual feel important to the overall success of the team.
• Demonstrates Company’s leadership behaviors; lead with positivity, demonstrating a high degree of emotional intelligence, exceptional coaching capability.

Qualifications

Education/Experience

• Bachelor’s degree
• SHRM, (S) PHR or other HR certifications preferred
• 8+ years human resources business partner experience with at least 4 years partnering with Senior Leaders and minimally 4 years in a leadership role

Knowledge and Skills

• Extensive HR background and experience in leveraging this knowledge in the design of client-centric solutions, understanding how to construct appropriate HR strategies for the business areas and organization
• Ability to develop and lead high performing teams to organizational success
• Strong business acumen and clear understanding of market trends, competition, and culture.
• Ability to assess business needs and issues before they impact the business and propose innovative talent solutions.
• Strong problem solving ability and capacity to act responsibly and ethically.
• Handles transactions/relationships with the highest level of complexity, in a matrix working environment while building networks.
• Proven negotiation skills and capacity to manage and resolve conflict.
• Strong track record of influencing management while demonstrating excellent decision making skills.
• Understanding of OD techniques and how they can be employed to drive organizational and cultural change
• Experience working in a fast paced, high growth, dynamic business environment – financial services industry preferred.
• Experience in building robust organizational talent plans to identify current and future talent needs to execute against business strategies.
• Experience partnering with a team and collaborating to drive change while supporting this capability in others.
• Exercises sound judgement. Requires the analytical abilities and skills necessary to conduct and investigate complaints, disciplinary activities, determine problems, identify solutions, make recommendations, interact with labor counsel, etc.
• Demonstrates excellence in customer relations and building partnerships at all levels within the organization.
• Earns trust through driving results. Proven ability to handle highly confidential information in a professional manner.
• Requires the interpersonal and communication skills (both verbal and written) necessary to deliver messages both professionally and positively, draft and administer policies, make effective presentations, conduct training sessions, etc., all in a clear and persuasive manner.
• Ability to practice and maintain strict confidentiality on sensitive issues.
• Ability to take initiative and work independently with minimal supervision.
• Must be able to manage multiple priorities and be extremely flexible when managing workload.
• Proficient in Microsoft Office software such as Word, Excel and PowerPoint. Ability to analyze data to improve engagement and culture.

Reports to: Vice President, Human Resources

Staff:  3 – 4 HRBPs

What’s in it for you?

The expected hiring compensation range for this position is $121,000 - $166,450 annually.

This position will work in a hybrid environment with 3 days in office per week.

The total compensation package for this position may include other elements, such as a sign-on bonus, long term incentives, and annual bonuses.  This role is eligible to participate in the Legal & General America Annual Incentive Plan. The current target payment for the position is 20% of base salary, modified for corporate and individual performance. Bonuses are pro-rated based on start date.  This role has 20 vacation days and 10 sick days that are accrued on a bi-weekly basis. Employees also have 9 paid holidays throughout the calendar year.

We have a competitive compensation and benefits package focused on your overall wellbeing.  Employee benefits include health, life, and dental insurance; 401K with company match up to 6% as well as a pension package; generous time off; and wellbeing initiatives throughout the year (we like doing fun stuff).  We’re big on professional development and we’ll support and mentor you in your career progression and expect you to help us pay it forward by helping us develop tomorrow's leaders and growth-focused professionals. We value our teams and our communities and believe in giving back. Enjoy time off to volunteer for those causes that matter most to you!

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. The Company reserves the right to change benefits plans at any time.

We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.