Director, Human Resources - Field
The Travelers Indemnity Company, Chicago, Illinois, United States, 60290
Who Are We?
Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it. Compensation Overview
The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards. Salary Range
$132,800.00 - $219,100.00 Target Openings
1 What Is the Opportunity?
Under the direction of an HR RVP/Lead HR Business Partner this dynamic HR Director role is designed for a strategic business partner and trusted advisor who thrives on partnering with leaders and employees to drive business success and transformational change initiatives across assigned customer groups. Partners with leaders to identify future talent needs tied to business strategy and connects hiring, development, and movement decisions to strategic objectives. Collaborates to strengthen leadership capabilities that drive sustainable business results. Provides high-level coaching and counseling to leaders and employees to enhance individual and team performance. Participates in the development of HR policies and programs by partnering with employee relations, compensation, and specialist functions to create comprehensive people solutions that support the organization through periods of change and growth. May include managing and mentoring less experienced HR Directors and managers. Requires minimal HR RVP/Lead HR Business Partner oversight and serves as backup to HR RVP/Lead HR Business Partner as needed. What Will You Do?
Compensation:
Partners with HR RVP /Lead Generalist and field business partners to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy. Working with HR RVP/Lead Generalist, ensures the communication and execution of our compensation philosophy. Organization Effectiveness:
Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan. May lead the human resources planning effort within the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives and that appropriate human resource systems are in place to select, reward, train and motivate staff. Encourages progressive management and leadership characteristics and empowered staff by providing needed tools. Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan. Ensures compliance with federal, state and local laws that impact HR; responds to employee inquiries or complaints, coordinates their resolution. In conjunction with other human resources staff, participates in the development of necessary policies and practices to ensure that they are consistent with overall corporate direction and in support of customer group plans. Consults on organizations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organizational change. Assists management with cultural change issues. May participate in functional initiatives having an Enterprise impact. Performance Management:
Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management. Develops interventions (proactive and reactive) that support employee relations and organizational effectiveness. Drives organizational metabolism. In partnership with HR RVP/Lead Generalist and Employee Relations Representative track and assess employee relations activity in Region or assigned territory. Develop action plans as necessary to address trends/issues. Employee Development/Talent Management:
May execute the human resources planning effort with the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives. Counsels management on HR policies, staff career development, succession planning and other topics in support of business plans. May drive/lead orientation process for new HR Managers. May manage/mentor less experienced generalists/HR Managers which may include providing performance feedback, coaching and development. Staffing and Recruitment:
Ensures that appropriate human resource systems are in place to select, reward, train and motivate staff. Stays current and is award of social, economic and other trends that may affect the business or the direction of human resources policies and programs. May assist in the recruitment, hiring and onboarding of new HR Managers. Work with Talent Acquisition resources to establish strategy and ensure best uses of resources. Training and Facilitation:
Delivers HR related training to business partners, i.e.: Performance Management, etc. Provides facilitation of meetings as required, such as assimilations, developing team values, operating principles, etc. May facilitate Enterprise Leadership & Development courses, e.g. Leading People, Leading Teams. Perform other duties as assigned. What Will Our Ideal Candidate Have?
Seasoned human resource professional, typically with eight or more years of experience with most experience preferred in a generalist position. College degree in Human Resources, Industrial Relations, business or other related course of study. Extensive and demonstrated knowledge of human resources including organization development, employee relations, litigation management and avoidance. Demonstrated Knowledge of functional areas-compensation, benefits, training and development and staffing. Experience and proficient in Workday, Microsoft tools, and other HRIS systems What is a Must Have?
Minimum of five years related work experience, with experience in a generalist role. Broad knowledge of human resources including organization development, employee relations, performance management, compensation and talent acquisition. What Is in It for You?
Health Insurance :Employees and their eligible family members – including spouses, domestic partners, and children – are eligible for coverage from the first day of employment. Retirement: Travelers matches your 401(k) contributions dollar-for-dollar up to your first 5% of eligible pay, subject to an annual maximum. If you have student loan debt, you can enroll in the Paying it Forward Savings Program. When you make a payment toward your student loan, Travelers will make an annual contribution into your 401(k) account. You are also eligible for a Pension Plan that is 100% funded by Travelers. Paid Time Off: Start your career at Travelers with a minimum of 20 days Paid Time Off annually, plus nine paid company Holidays. Wellness Program: The Travelers wellness program is comprised of tools, discounts and resources that empower you to achieve your wellness goals and caregiving needs. In addition, our mental health program provides access to free professional counseling services, health coaching and other resources to support your daily life needs. Volunteer Encouragement: We have a deep commitment to the communities we serve and encourage our employees to get involved. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice. Travelers is an equal opportunity employer. We value the unique abilities and talents each individual brings to our organization and recognize that we benefit in numerous ways from our differences. In accordance with local law, candidates seeking employment in Colorado are not required to disclose dates of attendance at or graduation from educational institutions. If you are a candidate and have specific questions regarding the physical requirements of this role, please send us an email so we may assist you. Travelers reserves the right to fill this position at a level above or below the level included in this posting. To learn more about our comprehensive benefit programs please visit http://careers.travelers.com/life-at-travelers/benefits/.
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Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it. Compensation Overview
The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards. Salary Range
$132,800.00 - $219,100.00 Target Openings
1 What Is the Opportunity?
Under the direction of an HR RVP/Lead HR Business Partner this dynamic HR Director role is designed for a strategic business partner and trusted advisor who thrives on partnering with leaders and employees to drive business success and transformational change initiatives across assigned customer groups. Partners with leaders to identify future talent needs tied to business strategy and connects hiring, development, and movement decisions to strategic objectives. Collaborates to strengthen leadership capabilities that drive sustainable business results. Provides high-level coaching and counseling to leaders and employees to enhance individual and team performance. Participates in the development of HR policies and programs by partnering with employee relations, compensation, and specialist functions to create comprehensive people solutions that support the organization through periods of change and growth. May include managing and mentoring less experienced HR Directors and managers. Requires minimal HR RVP/Lead HR Business Partner oversight and serves as backup to HR RVP/Lead HR Business Partner as needed. What Will You Do?
Compensation:
Partners with HR RVP /Lead Generalist and field business partners to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy. Working with HR RVP/Lead Generalist, ensures the communication and execution of our compensation philosophy. Organization Effectiveness:
Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan. May lead the human resources planning effort within the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives and that appropriate human resource systems are in place to select, reward, train and motivate staff. Encourages progressive management and leadership characteristics and empowered staff by providing needed tools. Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan. Ensures compliance with federal, state and local laws that impact HR; responds to employee inquiries or complaints, coordinates their resolution. In conjunction with other human resources staff, participates in the development of necessary policies and practices to ensure that they are consistent with overall corporate direction and in support of customer group plans. Consults on organizations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organizational change. Assists management with cultural change issues. May participate in functional initiatives having an Enterprise impact. Performance Management:
Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management. Develops interventions (proactive and reactive) that support employee relations and organizational effectiveness. Drives organizational metabolism. In partnership with HR RVP/Lead Generalist and Employee Relations Representative track and assess employee relations activity in Region or assigned territory. Develop action plans as necessary to address trends/issues. Employee Development/Talent Management:
May execute the human resources planning effort with the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives. Counsels management on HR policies, staff career development, succession planning and other topics in support of business plans. May drive/lead orientation process for new HR Managers. May manage/mentor less experienced generalists/HR Managers which may include providing performance feedback, coaching and development. Staffing and Recruitment:
Ensures that appropriate human resource systems are in place to select, reward, train and motivate staff. Stays current and is award of social, economic and other trends that may affect the business or the direction of human resources policies and programs. May assist in the recruitment, hiring and onboarding of new HR Managers. Work with Talent Acquisition resources to establish strategy and ensure best uses of resources. Training and Facilitation:
Delivers HR related training to business partners, i.e.: Performance Management, etc. Provides facilitation of meetings as required, such as assimilations, developing team values, operating principles, etc. May facilitate Enterprise Leadership & Development courses, e.g. Leading People, Leading Teams. Perform other duties as assigned. What Will Our Ideal Candidate Have?
Seasoned human resource professional, typically with eight or more years of experience with most experience preferred in a generalist position. College degree in Human Resources, Industrial Relations, business or other related course of study. Extensive and demonstrated knowledge of human resources including organization development, employee relations, litigation management and avoidance. Demonstrated Knowledge of functional areas-compensation, benefits, training and development and staffing. Experience and proficient in Workday, Microsoft tools, and other HRIS systems What is a Must Have?
Minimum of five years related work experience, with experience in a generalist role. Broad knowledge of human resources including organization development, employee relations, performance management, compensation and talent acquisition. What Is in It for You?
Health Insurance :Employees and their eligible family members – including spouses, domestic partners, and children – are eligible for coverage from the first day of employment. Retirement: Travelers matches your 401(k) contributions dollar-for-dollar up to your first 5% of eligible pay, subject to an annual maximum. If you have student loan debt, you can enroll in the Paying it Forward Savings Program. When you make a payment toward your student loan, Travelers will make an annual contribution into your 401(k) account. You are also eligible for a Pension Plan that is 100% funded by Travelers. Paid Time Off: Start your career at Travelers with a minimum of 20 days Paid Time Off annually, plus nine paid company Holidays. Wellness Program: The Travelers wellness program is comprised of tools, discounts and resources that empower you to achieve your wellness goals and caregiving needs. In addition, our mental health program provides access to free professional counseling services, health coaching and other resources to support your daily life needs. Volunteer Encouragement: We have a deep commitment to the communities we serve and encourage our employees to get involved. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice. Travelers is an equal opportunity employer. We value the unique abilities and talents each individual brings to our organization and recognize that we benefit in numerous ways from our differences. In accordance with local law, candidates seeking employment in Colorado are not required to disclose dates of attendance at or graduation from educational institutions. If you are a candidate and have specific questions regarding the physical requirements of this role, please send us an email so we may assist you. Travelers reserves the right to fill this position at a level above or below the level included in this posting. To learn more about our comprehensive benefit programs please visit http://careers.travelers.com/life-at-travelers/benefits/.
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