[Chubb Life] Senior Manager, HRBP

Definition of Department and Function:

The Human Resources department is responsible for recruitment, training and development, compensation and benefits, employee relations, performance management, and HR operations. The department ensures that the company attracts and retains talented employees who contribute to the overall growth and success of the business; ensuring that the company's policies and procedures comply with employment laws and regulations; working closely with other departments to align HR strategies with the company's goals and objectives. The Human Resources department plays a crucial role in maintaining a positive and productive work environment and fostering a culture that values diversity and inclusion.

Position Objective:

To drive and reinforce the culture, enhancing the employee experience by developing a business minded, competencies and maintain an effective level of business literacy about the business’s situation, formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
The Human Resources Business Partner (HRBP) engages with business and functional leaders and people managers to provide strategic partnership and execution support on talent-related matters in support of business objectives. The HRBP is the primary client of the HR COEs and will actively engage and partner to deliver solutions. The HRBP will also connect leaders and employees to MyHR for direct access solutions and to HR Services for administrative support. The HRBP role is a mix of proactive planning (e.g., succession planning, organization design, change management) and responsiveness to situations as they arise (e.g., retention, turnover and performance issues, M&A activity).

Duties and Responsibilities:

Human Resources Business Partner

• Provide input into workforce planning, advise the business on organization design, staffing levels and role clarification
• Support the implementation of organization change initiatives (e.g., M&A, divestments, restructuring)
• Facilitate the identification of successors and other top talent; develop talent to ensure ready pipeline
• Engage in talent interactions and partner with leaders to drive talent strategy
• Provide support on workforce issues such as retention, turnover and performance
• Advise business, functional and people leaders on cyclical people processes (e.g., talent, succession, performance)
• Ensure COEs receive information to design/deliver global HR solutions/tools fit for business purpose
• Advocate and lead adoption of global initiatives (e.g., purpose/values, engagement, DE&I)
• Provide data-driven insights / people analytics to enable strategic decisions
• Utilizes knowledge of the organization’s business model and operations to drive projects and analyses that support the organization’s mission.
• Demonstrates understanding of the financial impact of decisions/solutions to drive projects and analyses that support the organization’s mission.
• Establishes working relationships with stakeholders and builds rapport to become a trusted advisor.
• Identifies strategic issues and raises questions to help customers explore and understand their wider business challenges.
• Utilizes thorough understanding of current business processes and challenges to recommend and match solutions to meet unique business needs and achieve objectives.
• Acts as the central point of contact for employee relation issues for assigned business areas; ensures individual employee problems are heard, issues are addressed, and employees are treated fairly.
• Participates in resolving more complex employees relations issues by gathering pertinent information through interviews and investigations; preparing documentation associated with employment claims; and proposing resolutions.
• Leads the assessment of complex market opportunities, where data may be sparse or the evaluation requires in-depth research and analytics.
• Identifies new organizational structures and modes of governance to assist leaders in achieving their organization strategy.
• Effectively measures the effectiveness of the organization by using various criteria (e.g. productivity, profits, growth, turnover, stability and cohesion).
• Other scopes assigned by HoHR for development.