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AVP, Lead Strategic HR Business Partner

Company: Hanover Insurance Group
Location: Worcester
Posted on: August 14, 2019

Job Description:

Description Our Human Resource department is seeking an AVP, Lead Strategic HR Business Partner to join our growing team in our Worcester, MA office. This position has responsibility for broad organizational and/or enterprise impact. They are primarily responsible for anticipating, planning and leading the development of human capital strategies based on long-term needs and trends in partnership with aligned Corporate and/or Business Unit executives. Responsible for influencing broad based transformation at both the business and/or enterprise level. Drives talent and organizational strategies that help achieve business goals and objectives. Provides strategic, integrated thinking and consultative support to the business, primarily (but not exclusively) with the highest level executives. Supports the HR service delivery model and partners with HR Centers of Excellence to facilitate seamless support and delivery of initiatives within Human Resources and client organizations. This is a Full-time, Exempt role. Responsibilities: - BUSINESS PARTNERING - Builds relationships with senior and executive leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions. - Develops and executes robust people strategy that delivers tangible results for the business and potentially the overall enterprise. - Understands market forces, business models and business strategy, and translates those requirements to organizational and talent-related requirements through the development of in-depth, multi-year strategic workforce plans. Understands broader enterprise connectivity. - Maintains and leverages external perspectives, bringing forth competitive intelligence and best practices. - Partners with senior and executive leaders in planning and overseeing organizational and staffing changes based on business conditions or resulting from mergers, acquisitions, divestitures and reductions in force. TALENT MANAGEMENT - Keeps succession and talent planning, career development and performance management processes and results aligned with the organization's goals. Increases buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready talent and succession pipelines. - Facilitates development and execution of talent strategy with client groups and in partnership with key HR CoE's. - Identifies emerging talent issues before they impact the client's strategy fulfillment though analysis of data and analytics and business strategic needs, both short and long term. ORGANIZATIONAL DESIGN & EFFECTIVENESS - Drives large scale organizational design/operating model work at both enterprise and client group levels. - Understands the operating model for client groups and the broader organization and can assess impact of any changes on existing talent. - Proactively consults, recommends and evaluates critical metrics to improve/enhance the performance of client groups and measures the impact and results at the highest level and looks for themes/links across the enterprise (i.e. through organizational health diagnostics, power BI and/or other critical tools/processes). CULTURE STEWARDSHIP & CHANGE MANAGEMENT - Represents Hanover's values/culture and ensures any design change initiatives and programs support the overall organizational culture. - Anticipates and develops a plan that addresses organizational and/or enterprise wide needs and also supports and drives leadership and client groups to embrace organizational changes. - Builds and oversees change management plans that drive scale, impact and adoption across the client group and the broader organization in support of major projects and initiatives, taking into account the organization's current state and readiness for change. - Leads and develops HR talent and/or groups and oversees and drives HR initiatives to support the advancement of the broader enterprise and the HR organization. - Applies a continuous improvement mentality and challenges the status quo to increase efficiency and effectiveness of execution. - Partners with HR Centers of Excellence and Shared Services teams to provide seamless HR operations and strategic support to the client organizations. Ensures consistency in approach across assigned areas when appropriate. - Leads by example and supports One HR culture, mutual accountability, respect and inclusion within HR team. - May lead assigned business supporting and/or HR specific projects as assigned by HR Sr Leadership team and/or sr. business leader. Does so by establishing agreed upon deadlines and deliverables, keeping in mind nuances of the business to ensure success in partnership with appropriate HR CoE's and Shared Services organizations. Requirements: - Bachelor's Degree required; Master's Degree preferred - Minimum of 12-15 years of Human Resources generalist specific experience in a medium to large complex organization with at least 10 years of HR management experience. At an expert level, delivers the following items: - Possesses strong business acumen, outstanding strategic thinking and problem-solving skills and the ability to take creative/innovative approaches to human resources and business opportunities. - Possesses strong relationship building and influencing skills in conjunction with excellent communication skills, both verbal and written. - Pragmatic thought leader with strong integrity with proven success operating within a fast-paced, growing business environment. - Experience in leading larger scale projects and helping to foster/create a positive working environment. - Exhibits tremendous initiative and has the ability to be resourceful and creative while maintaining flexibility. Has a strong sense of urgency and drive with great attention to detail and drives successful execution. - Self-motivated and self-directed and has the ability to work with limited direction. - Is technically savvy and pursues opportunities to expand technical capabilities; uses available tools effectively; knowledge of Office365 suite preferred - Active affiliation with appropriate HR and external networks and organizations. EEO Statement: 'The Hanover values diversity in the workplace and among our customers. The company provides equal opportunity for employment and promotion to all qualified employees and applicants on the basis of experience, training, education, and ability to do the available work without regard to race, religion, color, age, sex/gender, sexual orientation, national origin, gender identity, disability, marital status, veteran status, genetic information, ancestry or any other status protected by law. Furthermore, The Hanover Insurance Group is committed to providing an equal opportunity workplace that is free of discrimination and harassment based on national origin, race, color, religion, gender, ancestry, age, sexual orientation, gender identity, disability, marital status, veteran status, genetic information or any other status protected by law.' As an equal opportunity employer, Hanover does not discriminate against qualified individuals with disabilities. If you require a reasonable accommodation, as a candidate for employment, please inform The Hanover Talent Acquisition office. Requisition #: 11993

Keywords: Hanover Insurance Group, Worcester , AVP, Lead Strategic HR Business Partner, Human Resources , Worcester, Massachusetts

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