AVP, Strategic Talent Acquisition Partner

Aviva•New York, NY

6d•$120,000 - $160,000•Hybrid

About The Position

Aviva is building a specialty insurance business in the United States, combining its underwriting expertise, broker relationships, financial strength, and technology capabilities. The AVP, Strategic Talent Acquisition Partner will help shape the organization's future workforce as the business scales, serving as a strategic advisor to executive leadership and managers and driving hiring initiatives that support growth, competitive advantage, and organizational transformation. This role leads strategic workforce planning and end-to-end recruitment for specialized, leadership, and difficult-to-fill positions across underwriting, actuarial, claims, product, technology, operations, and corporate functions. It builds long-term talent pipelines, provides talent-market intelligence, supports employer branding and candidate experience, and establishes and improves talent acquisition practices, processes, technology, and metrics. The role also contributes to a high-performing, inclusive culture and helps shape the talent acquisition strategy for Aviva's U.S. Specialty business.

Requirements

At least 7 years of progressive talent acquisition experience, including significant experience in specialty insurance, commercial insurance, financial services, or another highly regulated and talent-competitive industry.
Proven success partnering with executive leaders and senior stakeholders on strategic hiring, workforce planning, and organizational growth.
Expertise recruiting highly specialized, technical, executive, and leadership-level roles.
Strong understanding of the specialty property and casualty insurance landscape, including underwriting, claims, actuarial, product, risk management, operations, and corporate functions.
Exceptional executive presence and consultative influencing skills, with the ability to build trusted partnerships across the organization.
Advanced sourcing and talent research capabilities and extensive experience using Workday, LinkedIn Recruiter, talent intelligence platforms, and modern applicant tracking systems.
Experience developing proactive talent mapping, succession pipeline, and workforce planning strategies.
Demonstrated success recruiting in high-growth, scaling, or transformational environments and leading complex searches in rapidly evolving settings.
Comfort operating in ambiguous, evolving environments with limited infrastructure.
Strong analytical and business acumen, including the ability to interpret recruiting metrics, labor-market data, and workforce trends to influence decisions.
Commitment to an exceptional candidate and hiring-leader experience, with a focus on quality, diversity, and business outcomes.
Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.

Nice To Haves

An advanced degree.
Professional certification such as AIRS, SHRM, HRCI, LinkedIn Talent Solutions, or equivalent.

Responsibilities

Advise senior leaders, managers, and business executives on talent acquisition strategy, workforce planning, organizational design, and succession planning considerations.
Anticipate future talent needs and build hiring strategies that support organizational growth.
Provide guidance on talent market conditions, competitive intelligence, compensation trends, organizational structure, and talent availability.
Influence and challenge hiring strategies, balancing business needs with market realities and long-term organizational goals.
Lead end-to-end recruitment for specialized, leadership, and difficult-to-fill roles across underwriting, actuarial, claims, product, technology, operations, and corporate functions.
Manage multiple concurrent searches while balancing speed, quality, and candidate experience.
Develop sourcing strategies to identify and engage passive talent in specialty insurance, financial services, and adjacent industries.
Build relationships with candidates and industry talent networks to develop sustainable pipelines.
Use rigorous assessment methods to evaluate candidate capability, leadership potential, cultural alignment, and long-term fit.
Provide expertise on labor-market trends, competitor hiring activity, talent availability, and industry best practices.
Use talent analytics and external market intelligence to inform workforce planning and hiring decisions.
Turn market insights into recruiting strategies that improve hiring outcomes and reduce time-to-fill.
Conduct talent mapping to identify emerging talent pools, succession candidates, and strategic recruitment opportunities.
Champion Aviva's employer value proposition and support employer-branding and talent-attraction initiatives with marketing, communications, and business leaders.
Maintain a high-quality candidate experience throughout the recruitment lifecycle.
Improve recruiting processes, technology, assessment methodologies, and talent acquisition operations.
Use recruiting technologies, analytics, and automation to improve efficiency, effectiveness, and scalability.
Establish and monitor key performance indicators, service levels, and recruitment metrics.
Mentor and guide hiring managers and stakeholders on talent acquisition practices and interview effectiveness.
Promote diversity, equity, inclusion, and belonging throughout recruitment and talent strategy.
Deliver hiring outcomes that support business performance, profitability, growth, and organizational capability.
Contribute to a high-performing, people-focused culture reflecting Aviva's values and long-term vision.
Help shape talent acquisition strategy as Aviva expands its U.S. Specialty insurance platform.