Director, HR Business Partner-Hartford, CT-Hybrid

About the position

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.

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.

Requirements

• Minimum 10 years experience in Human Resources
• 7 years of experience in an HR Business Partner type of position
• Solid working knowledge of multiple human resource disciplines, including: compensation, talent development, organizational planning/design, employee relations, performance management, and federal and state employment law
• Excellent multi-tasking and follow-through skills with a strong client service orientation
• The ability and willingness to 'roll up your sleeves' and operate both tactically and strategically
• Strong people management skills and a desire to mentor/develop talent
• Strong advisory, influence, and negotiations skills
• Ability to take ownership, drive an agenda and manage projects
• Strong analytical skills, comfortable with data and using data to inform and influence business outcomes
• Results orientation, as evidenced by the candidate's track record in identifying issues and resolving problems
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment