Head of Human Resources, L&G - Asset Management, America
About The Position
The Head of Human Resources is responsible for leading the people strategy for L&G – Asset Manager, America (LGIMA), partnering closely with the CEO, Executive Committee, and global HR leadership to deliver a high‑performing, inclusive, and future‑ready organization. This role shapes and executes human capital strategy aligned to LGIMA’s business objectives and L&G Group policies, with a strong focus on strategic workforce planning and talent acquisition, leadership, succession, and organizational effectiveness, employee experience, engagement, and culture, diversity, equity, inclusion, and belonging, change management and transformation, reward, performance, and pay governance, employee relations, risk management, and regulatory compliance, and HR technology, analytics, and operational excellence. The Head of HR acts as a trusted advisor to senior leaders, bringing strong business acumen, sound judgment, and an external market lens to help LGIMA anticipate talent risks, build capability, and compete effectively for talent in a complex global environment.
Requirements
- Minimum of 15 years of progressive HR experience, including senior or executive‑level HR leadership within a complex organization.
- Proven experience in asset management strongly preferred.
- Demonstrated success partnering with executive leadership on strategy, transformation, and organizational change.
- Experience operating within a global or matrixed organization, balancing local needs with global policy and governance.
- Bachelor’s degree required.
- Strong commercial and financial acumen, including experience managing budgets and evaluating return on people investments.
Nice To Haves
- MBA or Master’s degree in Human Resources, Business, or related field preferred.
- Professional HR certification (e.g., SHRM‑SCP / SHRM‑CP or equivalent) desirable.
Responsibilities
- Serve as a strategic advisor to the CEO and Executive Committee on all people‑related matters, ensuring alignment between business strategy and human capital priorities.
- Translate business objectives into a clear, actionable people strategy that supports growth, performance, and long‑term sustainability.
- Act as a visible leader within the organization, modeling LGIMA’s values and fostering a culture of accountability, collaboration, and inclusion.
- Lead enterprise‑wide talent acquisition, retention, succession planning, and leadership development strategies to ensure critical capabilities are in place.
- Oversee workforce planning and organizational design to support evolving business models, regulatory requirements, and client needs.
- Partner with leaders to strengthen management capability, performance standards, and feedback culture.
- Champion a strong employee value proposition and support initiatives that enhance engagement, wellbeing, and employee voice.
- Ensure consistent, fair, and commercially sound handling of employee relations matters, safeguarding both employees and the firm.
- Lead culture and change initiatives, particularly during periods of transformation, growth, or restructuring.
- Embed diversity, equity, inclusion, and belonging into all aspects of the employee lifecycle, aligned with global strategy and local market needs.
- Partner with leadership to use data, accountability, and policy to drive measurable progress on representation, inclusion, and pay equity.
- Oversee annual performance management, compensation, and promotion cycles, ensuring consistency with market practice, regulatory requirements, and Group policy.
- Partner with Global Reward to ensure competitive, compliant, and cost‑effective reward and benefits strategies.
- Provide oversight of HR shared services for the US to ensure service quality, efficiency, and value.
- Ensure operational excellence across HR functions, including strong governance, risk management, and regulatory compliance.
- Leverage HR technology and people analytics to improve decision‑making, efficiency, and employee experience.
- Stay informed of external market, regulatory, and employment law developments, ensuring proactive mitigation of people‑related risks.
Benefits
- health insurance with an optional HSA
- short term disability
- long term disability
- dental insurance
- vision care
- life insurance
- Healthcare, Dependent and Limited Care Flexible Spending Accounts
- 401K
- vacation
- sick time
- an employee assistance program
- commuter and transit programs
- supplemental health benefits including accidental injury, critical illness and hospital indemnity insurance
- pet insurance
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What This Job Offers
Job Type
Full-time
Career Level
Executive
