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Director, Human Resources, Bond & Financial Products Job
Director, Human Resources, Bond & Financial Products Job
Date:Apr 3, 2013
Location:Hartford, CT, US
Solid reputation, passionate people and endless opportunities.
That''s Travelers. Our superior financial strength and consistent record of strong operating returns mean security for our customers - and opportunities for our employees. You will find Travelers to be full of energy and a workplace in which you truly can make a difference.
As a member of the Bond & Financial Products Human Resource team, contributes to the business, financial and operational performance by applying a comprehensive understanding of the business and human resources expertise to strategic business planning and execution.
This position reports to the Vice President of Human Resources for Bond & Financial Products
Maintains strong business relationships with business leadership -viewed as "valued business advisor"as well as a credible activist, with the ability to balance employee advocacy and business priorities.
Maintains a thorough understanding of the business and business strategy.
Partners with business leadership in the development and implementation of business strategy with an emphasis on Human Resource strategies and initiatives to successfully implement the business strategy. This includes strategic consulting, resolution, and implementation support on an array of topics including organizational design and effectiveness, change management, cultural management, recognition and reward, workforce planning, retention, and key talent development.
Partners with Human Resource functional partners across the enterprise, coordinating efforts and delivery of resources by specialized areas such as Employee Relations, Benefits & Compensation, Enterprise Learning & Development, Talent Acquisition mapped to business needs.
Champion of Performance Management process, ensuring training, utilization in comprehensive and timely manner to improve organizational performance.
Drive Talent Management and Succession planning strategies and Leadership development programs to ensure adequate preparation for current and future needs of the business.
Acts as change agent to the business and designs processes and approaches which prepare employees for ongoing change.
Provide coaching, counsel to business partners, providing expertise on HR business strategy, team dynamics and organizational capability.
Designs and implements effective recruitment, workforce planning and retention strategies.
Responsible for administration and management of compensation strategies for the organization, to include salary action planning, incentive compensation program administration and reward & recognition programs.
Ensures proactive engagement on all employee relations initiatives to ensure fair, equitable treatment of employees and administration of policies and procedures. Provide resolutions, counsel and training to employees and leaders as appropriate.
Monitors and analyzes data and trends to identify potential opportunities, needs, issues, problems, etc. that could impact business results.
Provide guidance and expertise Drives Human Resource strategies to ensure effective optimization of business transactions to include organizational alignment on design, effectiveness, reorganization activities.
Operationalizes human capital initiatives, quantifies results, and monitors and measures effectiveness.
BA/BS degree in Business or Human Resources related field required. Master-s degree optional but generally preferred.
Eight to ten years combined experience in Human Resources, Business and/or Consulting.
Strong business and strategic acumen, with experience in measurement, data analysis and interpretation.
Strong history of quickly building relationships, gaining credibility and partnering with business leaders and human resource peers.
Excellent consultative, interpersonal, communication and presentation skills.
Demonstrated project management skills.
Experience working in a human resources or business function with a strategic business partner and shared service delivery model strongly preferred.
Experience working in a matrix environment required.
Highly conversant with employee relations, legal and compliance issues.
Working knowledge of PeopleSoft and compensation planning tools systems.
Strategic Planning - Understands the industry, business and business segment priorities. Actively engages in strategic business discussions and decisions, emphasizing the impact of and the impact on its human resources.
Change Management - Facilitates a shared vision and urgency for changes by clarifying how the changes will help the organization meet business goals and by articulating the benefits of change. Challenges the status quo and creates an environment that adapts to rapid change.
Coaching and Advising Leaders - Establishes credibility with leaders as a valuable "sounding board" for business and people issues. Through this coaching and partnering helps leaders further develop their strategic thinking skills, particularly as it relates to people and change management. Coaches leaders on issues that impact their own development, performance and growth.
Leadership Development - Provides support in the identification, assessment, development, selection and retention of key leadership resources to ensure the appropriate capabilities are available at the right time to achieve current and future business goals and objectives.
Resource Management - Utilizes appropriate resources to ensure timely integrated and effective solutions to business needs. Develops effective partnerships with peers and associates, and corporate services, ESU, Employee Relations, and Compensation, ELOD etc.
Culture, Vision and Values, Inclusion - Facilitates with leadership the setting of direction, articulation, communication and education of the organization-s core purpose and values. Ensures that Human Resource policies, practices and systems are in alignment with and support of its purpose and values creating a culture that fosters diversity, inclusion, collaboration, trust and pride in the organization.
Drive disciplined, fact-based decisions -Efficiently surface and analyze the pertinent data, and make the call - be decisive,base decisions and actions on data and sound reasoning, Ensure solutions address root causes of issues, not just symptoms;Evaluate the impact of decisions on other parts of the business
Execute with discipline and urgency- - Drive operational excellence,Know the specifics of your business, and roll up your sleeves to get directly involved when needed