Vice President, Human Resources

Company Details

Berkley Southwest offers commercial property and casualty products and services through independent agents in Arizona, Arkansas, New Mexico, Oklahoma and Texas. We maintain a strong local presence in each of our markets, keeping underwriting and support close to the customer.

 

Now more than ever, financial strength is critical to a successful, long term insurance relationship. Berkley Southwest is a member company of W. R. Berkley Corporation, a Fortune 500 company, whose insurance company subsidiaries are rated A (Superior) by A.M. Best.

 

This role will be based in our Irving, TX office.   #LI-AV1 #LI-HYBRID 

 

Responsibilities

As our Vice President of Human Resources (VP HR), you'll play a pivotal role in driving our people strategies and fostering a thriving company culture.  In this role, you will report to the operating unit President(s) and have overall responsibility for developing and executing the people strategy to support  the overall business plan and strategic direction of the operating unit(s).  You will be a trusted partner to the leadership team(s) and be the key liaison and partner with Group HR to contribute to operating unit strategies and initiatives as they relate to talent.  

 

What you can expect:

• Culture of innovation, teamwork, supportive colleagues and leaders willing to invest in talent
• Internal mobility opportunities 
• Visibility to senior leaders and partnership with cross functional teams
• Opportunity to impact change
• Benefits – competitive compensation, paid time off, comprehensive wellness benefits and programs, employer funded health savings account, profit sharing, 401k, paid parental leave, employee stock purchase plan, tuition assistance and professional continuing education

We'll count on you for:

• Strategic Leadership: Develop and implement comprehensive strategies for talent acquisition, development, succession planning, and workforce planning to meet current and future business needs.
• Culture Champion: Promote and integrate our core values into every aspect of the employee lifecycle, from onboarding to performance management and recognition.
• Executive Collaboration: Work closely with company Presidents to align people strategies with the mission and vision of their organizations.
• Business Planning: Contribute to annual business planning and budgeting processes, ensuring alignment with HR strategies.
• HR Communication: Serve as the primary resource for communicating HR strategies and initiatives, providing guidance on communication strategies for specific units.
• Talent Partnership: Collaborate with the VP of Talent & Training to address talent needs, ensuring effective hiring, retention, and development.
• Enterprise Alignment: Partner with business leaders and the VP of Talent & Training to align key talent strategies across the enterprise, including development planning and professional skills development.
• Compensation Strategy: Work with leadership to establish and execute compensation strategies, including merit and bonus processes.
• Human Capital Solutions: Identify and address human capital needs, providing recommendations and assisting leaders in execution.
• Performance Management: Oversee performance management processes related to employee development, separation, termination, and discipline.
• Employee Relations: Manage employee relations issues, conduct investigations, and provide guidance as needed.
• Compliance and Legal: Communicate with Corporate HR and Legal for assistance with complex employee relations matters.
• Service Delivery: Partner with Group HR to deliver timely and world-class service that meets local business needs.
• KPI Development: Collaborate with Group HR and business units to set KPIs, develop and implement strategies, and measure effectiveness.
• HR Collaboration: Share ideas, resources, and best practices with other HR leaders to drive continuous improvement.
• ADA Administration: Oversee and communicate ADA processes as needed.
• Process Improvement: Identify opportunities for process improvements, innovation, and efficiency across operating units.
• Industry Knowledge: Stay informed about industry trends and employment legislation to ensure compliance.
• Change Management: Manage organizational change to achieve objectives and embed changes in the culture, enhancing employee satisfaction and productivity.
• Data-Driven Decisions: Leverage data and statistics to support and recommend business strategies.
• Budget Management: Manage HR-related budgets in collaboration with the CFO and HR Generalist, including compensation and benefits costs.
• Mentorship: Mentor and lead HR Generalists to support business strategy, execute HR functions, and develop HR skills and competencies.
• Additional Duties: Perform additional duties as assigned.

Qualifications

What you need to have:

• 10 years progressive HR experience
• Ten years of Leadership experience
• Ability to manage and influence in a cross-functional matrix environment coupled with a strong customer orientation to include excellent interpersonal, communication/presentation and consultatitive skills
• Proactively identify areas for improvement, innovation and opportunities for efficiency and synergy
• Experience managing multiple complex projects simultaneously while working under pressure to meet deadlines
• Discretion in dealing with highly confidential and sensitive information exhibited at all times

What makes you stand out:

• Possess a firm understanding of the business of the company and its operations—ensuring that guidance is based on business needs as well as employee needs
• Ability to work across the organization to achieve results and make decisions incorporating diverse perspectives
• Successful history of entrepreneurial leadership, technical expertise, developing and building a team

Additional Company Details

We do not accept any unsolicited resumes from external recruiting agencies or firms. The company offers a competitive compensation plan and robust benefits package for full time regular employees. 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.

Sponsorship Details

Sponsorship not Offered for this Role