AVP, HR Business Partner

CHUBB - DISABLED; Dallas (TX); On-site; USD 70,000 - 90,000; Full time

Job summary

A leading company in the Southwest Region is seeking a proactive Human Resources Business Partner to join their Dallas office. This role involves collaborating with leaders to implement HR strategies, supporting multiple business groups, and advocating for employees. Key responsibilities include providing expert HR guidance, engaging with employees, and driving talent strategy to foster a positive workplace culture.

Qualifications

• Proven experience in HR strategy implementation.
• Strong analytical skills for data-driven decision-making.

Responsibilities

• Provide expert guidance on HR-related issues.
• Engage with employees and advocate for their needs.
• Drive talent strategy and address workforce issues.

Skills

Collaboration

Data Analysis

Employee Advocacy

Talent Management

Workforce Planning

Job description

Chubb is seeking a proactive and solution-oriented Human Resources Business Partner to join our HR team in the Southwest Region (Dallas, TX office).

In this role, you will collaborate with regional leaders and engage with HR colleagues to implement HR strategies that align with our business objectives. You will support multiple business groups throughout the region, acting as a trusted advisor to management and an advocate for employees. This role will play a key part in shaping our HR strategies to support regional business goals and foster a positive workplace culture.

Key Responsibilities:

1. Provide expert guidance to management on HR-related issues, recommending actions that align with business needs and overall HR strategies, in consultation with the Regional HR Leader.
2. Generate and analyze reports to support informed decision-making for business leaders.
3. Engage effectively with employees, offering advice and support while advocating for their needs when appropriate.
4. Collaborate with HR colleagues in the COEs to develop and execute HR programs that align with strategic objectives.
5. Contribute to workforce planning by advising on organization design, staffing levels, and role clarification.
6. Support organizational change initiatives.
7. Identify and develop top talent to ensure a robust succession pipeline.
8. Partner with leaders to drive talent strategy and address workforce issues such as retention, turnover, and performance management.
9. Advise on cyclical people processes, including talent management, succession planning, and performance evaluations.
10. Ensure that COEs receive necessary information to design and deliver HR solutions tailored to business needs.
11. Advocate for and lead initiatives related to employee engagement, diversity, equity, and inclusion (DEI).
12. Provide data-driven insights and people analytics to facilitate strategic decision-making.