AVP - Human Resources

Travelers•Hartford, CT

About The Position

At Travelers, we are committed to delivering exceptional experiences for our customers and employees across the enterprise. As an AVP, Human Resources (HR) Business Partner, you will serve as a trusted strategic advisor to senior business leaders for an assigned client group, aligning HR strategies with business objectives. In this role, you will partner across the HR function to drive organizational effectiveness, develop talent, and advance a culture of engagement and performance. This role requires a combination of strategic thinking, strong business acumen, and advanced ability to influence at all levels of the organization. Employees in this role may have direct people leadership responsibilities.

Requirements

Minimum of eight 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.

Nice To Haves

Ten or more years of Human Resources experience, preferably with a strong background in an HR Business Partner or generalist role.
College degree in Human Resources, Industrial Relations, business or other related course of study or equivalent.
Previous management experience.
Knowledge of property casualty insurance helpful.

Responsibilities

Serve as a strategic advisor to business leaders on complex HR and organizational challenges.
Participate in business planning and management processes; translate business strategy into people strategies that support major initiatives.
Lead change leadership/management and team effectiveness efforts as the organization evolves through transformation.
Identify and address organizational design needs, workforce planning gaps, and leadership capability opportunities.
Continuously assess talent pools, competency readiness, and bench strength across business areas—championing a “right person, right job, right time” philosophy.
Partner with leadership to identify, develop, and retain key talent; develop proactive strategies to mitigate attrition risk.
Champion enterprise hiring, development, and advancement practices.
Consult with Compensation and business partners on compensation decisions and communications, ensuring alignment with pay-for-performance philosophy.
Oversee the performance management cycle, ensuring quality, timeliness, and equitable outcomes.
Provide guidance to managers on effective performance practices and employee development conversations.
Maintain a positive, fair, and inclusive work environment; proactively identify and resolve potential employee relations issues.
In partnership with Employee Relations and Legal, advise and coach managers on sensitive or complex employee matters, balancing legal risk with business needs.
Conduct investigations, site assessments, and informal dispute resolutions with objectivity and sound judgment.
Partner with Talent Acquisition to ensure qualified candidate pools for roles.
Advise on job design, core competency frameworks, and skill requirements to ensure consistency and market alignment.
Identify staffing trends and proactively flag workforce risks and opportunities to leadership.
Serve as a trusted coach and resource for HR colleagues and business managers alike.
Perform other duties as assigned.