AVP, Human Resources & Organizational Effectiveness

Builders Mutual•Raleigh, NC

18h•Hybrid

About The Position

At Builders Mutual, we believe in the power of teamwork to get the job done right. For more than 40 years, we've helped protect and advance the construction community through commercial insurance, safety expertise, and trusted partnership. Our success has always been built on strong relationships—with our customers, agency partners, and one another. Rooted in teamwork, expertise, inclusion, and community, we're committed to creating an environment where people do meaningful work, feel supported by leaders who care, and grow their careers with confidence. As Builders Mutual continues to grow and evolve, the ability to build a high-performing, future-ready organization becomes increasingly important. As the Assistant Vice President of Human Resources & Organizational Effectiveness, you’ll help shape the strategies, structures, and talent needed to support business performance today while preparing the organization for what’s next. Working closely with senior leaders across the company, you’ll serve as a trusted advisor on workforce strategy, organizational effectiveness, leadership development, change readiness, and talent priorities. You’ll help ensure our people strategies, organizational capabilities, and employee experience align with business goals and position Builders Mutual for continued success. This hybrid role is based in our Raleigh office and offers the opportunity to make a lasting impact on our people, our culture, and the future of Builders Mutual.

Requirements

15+ years of progressive Human Resources experience, including 10 years of strategic HR leadership within the insurance industry, with demonstrated success navigating complex talent, compliance, and organizational challenges while supporting business growth and performance.
Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.
SPHR, SHRM-SCP, or equivalent certification (completed or in progress).
Broad knowledge across core HR disciplines (e.g., organizational diagnosis/design, process redesign, change management, strategic and succession planning, team effectiveness, organizational learning, culture transformation, executive coaching, recruiting, leadership development, and compensation/benefits).
Able to develop clear plans, align resources, and establish/track metrics; proven ability to manage multiple priorities in a fast-paced, high-volume environment.
Experience advising and influencing senior leaders on talent, culture, organizational effectiveness, and workforce planning.
Strong analytical skills; able to recommend and implement solutions consistent with standards, policies, procedures, and applicable laws/regulations.
Thrives in a highly collaborative environment; effective at influencing diverse leadership styles and building trust.
Excellent communication and relationship-building skills; able to influence and present effectively at all levels, including senior executives and external audiences.

Nice To Haves

Business Coaching proficiency either through ICF or through other coach specific training a plus.

Responsibilities

Shape talent, workforce, and organizational strategies that support business growth and future expertise needs.
Play lead role in designing plans to upskill and reskill talent as technology changes how we work.
Establish and drive the compensation philosophy ensuring market competitiveness, pay equity, and strong rewards.
Advance employee engagement, leadership development, and manager effectiveness across the organization.
Serve as a trusted advisor and coach to senior leaders on talent, culture, and organizational health.
Champion a workplace where employees can do meaningful work, grow their careers, and contribute to business success.
Build succession and development strategies that prepare leaders and employees for what's next.
Drive organizational effectiveness, change management, and continuous improvement initiatives that enhance performance and scalability.
Provide strategic leadership for Talent Acquisition, Learning & Development, Total Rewards, HR Operations, and Performance Management.
Use workforce insights, business metrics, and industry trends to inform decisions and strengthen organizational performance.