US Human Resources Manager

Trisura Guarantee Insurance Company•Oklahoma City, OK

1d•$110,000 - $145,000•Hybrid

About The Position

Trisura is a fast-growing North American specialty insurance firm with an entrepreneurial culture and a high bar for talent. With offices across Canada and the United States, we are seeking a Senior HR Business Partner to support our specialty businesses and claims organizations. Reporting into the VP, Human Resources, the Sr. HRBP serves as a trusted advisor to senior leaders—shaping talent strategy, organization design, performance, and culture across regulated, client-facing teams. The Sr. HRBP will partner closely with our Benefits & Payroll, Talent Acquisition, and Learning & Development Centers of Excellence to deliver integrated people solutions to the business. This role blends strategic impact with hands-on execution, and success looks like a stronger leadership bench, faster and higher-quality hiring, a healthy performance culture, and measurable gains in engagement and retention.

Requirements

Bachelor's degree required, with a concentration in Business or Human Resources.
8+ years of progressive HR experience, with at least 5 years as a client-facing HRBP supporting senior leaders.
Solid command of U.S. federal and multi-state employment legislation (e.g., FLSA, FMLA, ADA, Title VII, ADEA, state wage-and-hour and leave laws), with the ability to apply it to day-to-day business decisions and maintain audit readiness.
Strong understanding of U.S. 401(k) retirement plans (plan design, ERISA compliance, fiduciary oversight) and group benefits programs (medical, dental, vision, disability, life, leave administration); able to partner effectively with NA Payroll & Benefits team and external brokers/carriers.
Proven expertise in employee relations, organization design, talent and succession planning, and change leadership.
Skilled with HRIS and people analytics tools (Dayforce) and translating data into decisions.
Excellent judgment, confidentiality, and executive presence; strong written and verbal communication.
Ability to travel occasionally ~10 %; must be authorized to work in the United States.

Nice To Haves

Certifications of a SHRM-CP/SCP, or PHR/SPHR a plus.
Insurance industry experience strongly preferred — including exposure to surety, underwriting, claims, or MGA/program administration; broader financial services experience also considered.

Responsibilities

Serve as advisor to business and functional leaders on people plans, organization design, workforce planning, and critical-role strategy aligned to underwriting, claims, surety, and structured solutions priorities.
Guide goal setting, performance cycles, talent calibration, and succession planning; coach leaders on feedback, accountability, and decision-making.
Manage complex ER matters and investigations; ensure consistent, fair, and legally compliant outcomes.
Manage US employee onboarding and offboarding (voluntary and involuntary) end-to-end (offboarding, documentation, risk mitigation); execute company-wide HR programs and deliver manager and employee training on policies, performance, and compliance.
Partner with TA to prioritize critical roles; improve time-to-fill, quality-of-hire, and ensure tracking of replacements, and new budgeted hires.
Partner with talent acquisition, the business and finance on market-aligned offers and promotions, pay equity, and pay-for-performance cycles.
Lead change management for new business initiatives and HR programs & policies, and system/process rollouts with clear communications and adoption plans.
Translate HR data (attrition, engagement, mobility, diversity, hiring velocity) into prioritized actions and measurable outcomes.
Lead annual U.S. benefits open enrollment meetings and employee communications in partnership with the Benefits & Payroll COE; administer Workers' Compensation at the local/district level and manage the ADA interactive process and return-to-work program for U.S. employees.
Ensure adherence to U.S. federal and multi-state employment laws and insurance/surety regulatory requirements; partner with Legal and Total Rewards on 401(k) and group benefits compliance; maintain audit readiness.