HR Talent Partner - Business Enablement

MSIG USA•NJ-Remote, NJ

19h

About The Position

MSIG USA is seeking an HR Talent Partner - Corporate Functions (HRTP-CS) to join their growing team. This role reports directly to the CHRO and collaborates with the Executive Leadership Team to develop enterprise talent strategies that support business growth, organizational effectiveness, and leadership capabilities. The HRTP-CS is responsible for designing and leading the corporate functions talent strategy, encompassing organizational design, talent assessment, succession planning, leadership effectiveness, employee relations, workplace investigations, and organizational effectiveness. The goal is to ensure the organization possesses the necessary leadership capability, bench strength, governance, and people practices to achieve business priorities while cultivating a high-performing, inclusive, and values-driven culture. This leader will act as a strategic advisor to senior executives on workforce planning, organizational health, transformation, and complex employee matters, establishing enterprise standards and scalable talent practices to support MSIG's growth.

Requirements

Translate business strategy into enterprise talent strategies.
Design and lead corporate functions talent strategy.
Manage organizational design, talent assessment, succession planning, leadership effectiveness, employee relations, workplace investigations, and organizational effectiveness.
Ensure organization has leadership capability, bench strength, governance, and people practices.
Act as strategic advisor to senior executives on workforce planning, organizational health, organizational transformation, and complex employee matters.
Establish enterprise standards and governance.
Build scalable talent practices.
Identify talent priorities and organizational capability gaps.
Build integrated talent management framework.
Establish governance for talent reviews and organizational planning.
Establish a consistent strategic consulting model.
Influence senior leaders on organizational effectiveness, leadership capability, workforce planning, and change management.
Ensure consistent execution of enterprise people practices.
Partner with business leaders to improve organizational effectiveness, productivity, and employee engagement.
Execute enterprise talent assessment philosophy, methodology, and governance.
Establish consistent processes for leadership potential identification and talent calibration.
Lead annual enterprise talent reviews and succession planning discussions.
Build succession pipelines for executive and critical roles.
Develop enterprise standards for internal mobility and leadership readiness.
Establish enterprise employee relations strategy, philosophy, and governance.
Partner with Legal, Risk and Compliance on sensitive, complex, or high-risk employment matters.
Oversee workplace investigations.
Develop policies and manager capability.
Establish governance, policies, and practices around talent decisions.
Advise executives on organizational design, operating models, team effectiveness, and organizational health.
Lead organizational redesign efforts.
Partner with executive leadership on workforce planning and organizational optimization.
Support enterprise change initiatives.
Serve as executive coach and trusted advisor to senior leaders.
Influence leadership decisions using organizational data, talent insights, and workforce analytics.
Foster leadership accountability for talent development and organizational health.
Develop enterprise talent dashboards.
Use workforce analytics to identify emerging risks and inform executive decision-making.
Present talent insights and recommendations to executive leadership and the Board.

Responsibilities

Execute the enterprise talent strategy aligned with the company's long-term business objectives.
Partner with the CFO, CIO, Chief Claims Officer, General Counsel and Chief Audit Executive, and business leaders to identify talent priorities and organizational capability gaps.
Build integrated talent management framework connecting workforce planning, leadership development, succession, assessment, mobility, and performance.
Establish governance for talent reviews and organizational planning.
Establish a consistent strategic consulting model across all business units.
Become a trusted advisor capable of influencing senior leaders on organizational effectiveness, leadership capability, workforce planning, and change management.
Ensure consistent execution of enterprise people practices while allowing flexibility for business-specific needs.
Partner with business leaders to improve organizational effectiveness, productivity, and employee engagement.
Execute enterprise talent assessment philosophy, methodology, and governance.
Establish consistent processes for leadership potential identification and talent calibration.
Lead annual enterprise talent reviews and succession planning discussions with executive leadership and the Board, as appropriate.
Build succession pipelines for executive and critical roles.
Develop enterprise standards for internal mobility and leadership readiness.
Establish enterprise employee relations strategy, philosophy, and governance.
Partner with Legal, Risk and Compliance on sensitive, complex, or high-risk employment matters.
Oversee workplace investigations ensuring consistency, fairness, legal compliance, and timely resolution.
Develop policies and manager capability that proactively reduce employee relations risk.
Establish governance, policies, and practices around talent decisions to ensure consistency across business units.
Advise executives on organizational design, operating models, team effectiveness, and organizational health.
Lead organizational redesign efforts resulting from growth, acquisitions, restructuring, or strategic transformation.
Partner with executive leadership on workforce planning and organizational optimization.
Support enterprise change initiatives through effective organizational change strategies.
Serve as executive coach and trusted advisor to senior leaders.
Influence leadership decisions using organizational data, talent insights, and workforce analytics.
Foster leadership accountability for talent development and organizational health.
Develop enterprise talent dashboards measuring leadership pipeline health, succession readiness, internal mobility, engagement, turnover, and organizational effectiveness.
Use workforce analytics to identify emerging risks and inform executive decision-making.
Present talent insights and recommendations to executive leadership and the Board.