AVP, Talent Management Practices - Career Development

Travelers•Hartford, CT

About The Position

Who Are We? Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it. What Is the Opportunity? At Travelers, we are committed to ensuring that the right talent is available at the right time, for the right purpose. The Enterprise Talent Management (ETM) organization enables individuals, leaders, and teams to grow professionally, perform at their best, and drive superior business results, today and tomorrow. As the AVP, ETM Practices, Career Development, you will own and advance Travelers' enterprise career development strategy — building the infrastructure that helps employees understand the full range of ways they can grow at Travelers, whether through upward movement, lateral and rotational opportunities, skill-building, or broadening their experience across the organization. You will lead a dedicated practice area that takes a holistic view of career development, including mentorship opportunities and career planning tools that make growth real and accessible. You will collaborate closely with technology partners on the tools that bring this strategy to life.

Requirements

Bachelor's degree in human resources or related field.
Eight years of Human Resource experience with some experience in talent management, employee engagement, organizational development, leadership development, succession management, career development, and/or relationship management.

Nice To Haves

Master’s degree in human resources, behavioral science, industrial/organizational psychology, or a related field.
Exceptional leadership skills with the ability to find innovative solutions to problems and oversee a team to achieve business goals.
Familiarity with evolving approaches to employee development, including the role of technology and data in personalizing career experiences.
Hands-on experience designing and implementing career development or talent mobility programs
Experience working in a highly matrixed environment, with excellent communication skills and the ability to collaborate and influence decisions across all levels of the organization.
Previous experience capturing metrics and creating reports that drive insights and decision-making.
Comfort collaborating with technology partners on career development tools, with the ability to contribute to tool strategy, drive adoption, and translate business needs into technology requirements.
Demonstrated success in coaching individual leaders.
Familiarity with HR technology platforms supporting career development, internal talent mobility, and employee development (e.g., Workday, HiredScore, or similar).

Responsibilities

Lead the enterprise Career Development practice area, developing and executing a multi-year strategy that reflects a forward-looking, employee-centered approach to growth and internal mobility.
Own the end-to-end employee experience for career development at Travelers
Collaborate with technology partners to assess and deploy career development tools aligned to strategy, including contributing to adoption, continuous improvement, and integration across tools.
Design and lead Travelers’ mentorship program strategy, including program design, participant experience, and measurement of outcomes.
Partner with Talent Acquisition on internal mobility strategy and execution, making internal movement more visible, accessible, and development-informed than external job searching.
Partner across ETM on career and learning tools that give employees and managers clarity on the skills and experiences needed for roles across the enterprise.
Provide strategic guidance on Career Development Conversations, equipping managers and employees with the tools, language, and resources to have meaningful, forward-looking career discussions.
Leverage talent data and reporting, including partnering on Skills data/strategy, to measure and drive the effectiveness of career development programs and tools.
Partner with HR Business Partners, ETM Partners, and Talent Acquisition to ensure career development strategy is connected to workforce planning and business needs.
Perform other duties as assigned.