What are the responsibilities and job description for the Director, HR Business Partner-Hartford, CT-Hybrid position at Talcott Financial Group?
Director, HR Business Partner-Hartford, CT-Hybrid
Connecticut Office, Hartford, Connecticut, United States of America
Job Description
Posted Friday, January 17, 2025 at 5 : 00 AM
Talcott Financial Group is an international life insurance group and the industry’s trusted partner for comprehensive risk solutions. Talcott creatively designs and expertly delivers responsive solutions that transfer risk and manage capital in a way that supports the strategic needs of insurers today and into the future.
Talcott Financial Group has a proven track record of well-executed transactions, and the enterprise benefits from its strong financial position with over $127 billion in assets under management, its investment-grade financial strength ratings, and its partnership with Sixth Street, a leading global investment firm.
Overview :
Talcott Financial Group is seeking an experienced senior level Human Resources Business Partner who will serve as the key business partner and coach responsible for designing, aligning, and executing HR and talent strategies within their assigned client group(s). The individual in this role will provide HR and talent advisory services to business leaders, managers, and employees across all human resources disciplines. They will assess and anticipate HR-related needs to develop integrated solutions. The successful candidate is a process-oriented self-starter, has strong relationship skills, and possesses previous HR Business Partner experience in a fast-paced environment within the Insurance / Reinsurance, Annuity, Financial services or Banking industries.
This position will be in our Hartford, CT office with a hybrid schedule.
Primary Responsibilities :
- Cultivates deep relationships and business knowledge providing exceptional advisory services to senior management and employees on a range of HR related issues while considering internal policy, best practices, relevant legislative frameworks, culture, and desired enterprise focused outcomes.
- Partners closely with senior management in structuring and developing their respective teams to maximize performance and employee engagement. Coaches managers on talent leadership; how to best motivate and challenge all team members to ensure strong employee performance, engagement, and accountability.
- Plays a leadership role with respect to organizational change and restructuring efforts. Partners with leaders on building organizations for the future, including the development of key leadership talent.
- Seeks ways to proactively improve organizational processes and implement solutions to drive the right outcomes, owning the outcome and raising the bar.
- Works to solve complex problems from critical organizational and people issues to culture and change management. Analyzes trends and metrics with the HR organization to develop solutions, programs, and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed / required.
- Provides day-to-day performance management guidance (e.g., coaching, counseling, career development, disciplinary actions, etc.). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Collaborates with the HR Learning & Development team on the best solution for the development of employee programs that fall within the scope of the Sr. HR Business Partner.
- Actively participates in senior-level hiring. May collaborate with HR Talent Acquisition team on lower-level roles (critical roles, hard-to-find roles, new roles, etc…)
- Collaborates with the Compensation team to ensure pay-for-performance by providing managers with relevant market data to aid in decision-making.
- Facilitates voluntary and involuntary separations and conducts exit interviews and separation meetings.
- For assigned client group(s), owns the performance management process (including calibrating talent feedback sessions) to ensure quality reviews and a high rate of participation.
- May partner with the business and other HR teams on workforce planning and budgeting process for assigned client group(s). Special projects and other tasks as needed.
Qualifications :
Candidates should take the time to read all the elements of this job advert carefully Please make your application promptly.
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Remote working / work at home options are available for this role.
