HR Talent Partner - Corporate Functions

MSIG USA•Warren Township, NJ

About The Position

The HR Talent Partner – Corporate Functions (HRTP-CS) reports directly to the CHRO and works closely with the Executive Leadership Team to translate business strategy into enterprise talent strategies that support growth, organizational effectiveness, and leadership capability. The role leads talent strategy for corporate functions, including organizational design, talent assessment, succession planning, leadership effectiveness, employee relations, workplace investigations, and organizational effectiveness. It establishes enterprise standards and governance and develops scalable talent practices that support business priorities and a high-performing, inclusive, values-driven culture. As a strategic advisor to senior executives, the HR Talent Partner provides guidance on workforce planning, organizational health, organizational transformation, and complex employee matters. The role partners with corporate-function executives and business leaders to identify talent priorities and capability gaps; builds integrated talent management frameworks; and oversees talent reviews, succession planning, employee relations practices, workplace investigations, organizational redesign, and change initiatives. It also develops talent dashboards and uses workforce analytics to inform executive and Board decision-making.

Requirements

15+ years of progressive Human Resources leadership experience.
Significant responsibility in an enterprise HR Business Partner function, talent management, organizational effectiveness, or organizational development.
Demonstrated record of partnering with executive leadership to build enterprise talent strategies that improve organizational performance and leadership capability.
Experience leading employee relations, workplace investigations, succession planning, executive assessments, and organizational transformation.
Strategic business acumen and ability to translate business objectives into organizational capability and workforce plans.
Ability to build integrated enterprise talent systems and scalable frameworks.
Executive presence and ability to influence senior leaders, communicate difficult messages, and build credibility through sound judgment and practical solutions.
Exceptional discretion and judgment in sensitive employee matters, with fairness, objectivity, legal awareness, and business pragmatism.
Ability to diagnose organizational issues and recommend solutions that improve decision-making, accountability, collaboration, and execution.
Change leadership capability, including guiding leaders through ambiguity and building stakeholder alignment.

Nice To Haves

Experience in financial services, insurance, or another highly regulated industry is strongly preferred.

Responsibilities

Execute the enterprise talent strategy in alignment with long-term business objectives.
Partner with the CFO, CIO, Chief Claims Officer, General Counsel, Chief Audit Executive, and business leaders to identify talent priorities and organizational capability gaps.
Build an 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 business units and advise 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 the enterprise talent assessment philosophy, methodology, and governance; establish processes for identifying leadership potential and calibrating talent.
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, and 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 to ensure consistency, fairness, legal compliance, and timely resolution.
Develop policies and manager capability to proactively reduce employee relations risk; establish governance and practices for consistent talent decisions 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 organizational change strategies.
Serve as an executive coach and trusted advisor to senior leaders, using organizational data, talent insights, and workforce analytics to influence leadership decisions.
Foster leadership accountability for talent development and organizational health.
Develop enterprise talent dashboards covering leadership pipeline health, succession readiness, internal mobility, engagement, turnover, and organizational effectiveness.
Use workforce analytics to identify emerging risks and present talent insights and recommendations to executive leadership and the Board.