HR Business Partner - Enterprise Technology Solutions

Who Are We?

Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it.

Human Resources

Compensation Overview

The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards.

Salary Range

$104,000.00 - $171,700.00

1

As an HR professional within Enterprise Technology Solutions (ETS), the HR Business Partner (HRBP) is an integral member of the HR team supporting the Hosting Engineering and Infrastructure Operations organizations. The Manager, HRBP is a trusted member of the HR team, driving results through consultation, coaching, and sound HR practices. This role combines day-to-day HR execution with a consultative approach to support the talent strategy of the business. In this role you will:

o Partner directly with employees and leaders in ETS Hosting Engineering and Infrastructure Operations to provide guidance on HR strategies, initiatives, processes, and policies that build organization capability, attract, develop, and support business outcomes and employee engagement.
o Provide coaching and counseling to leadership and employees to strengthen individual and team contributions.
o Consult with business leaders on organizational design and effectiveness, workforce planning, and change leadership and management.
- Collaborate with HR colleagues to build strong partnerships and align on and execute forward-thinking HR programs and initiatives.
o Advise on employee relations matters and ensure compliance with federal, state, and local employment laws.
o Leverage analytics to make data-driven decisions.
o Stay at the forefront of industry trends, technological advancements, and economic factors that impact HR strategy.

The successful candidate will be an experienced hands-on HR professional with a consultative approach to drive meaningful outcomes for the business and employees.

What Will You Do?

• Develop effective partnerships with business leaders through consultation on human resources strategic and operational issues.
• Identify and analyze workforce analytics such as turnover, and hiring trends; develop and implement appropriate action plans.
• Consult with leadership on organization effectiveness, inclusive of organization design, leadership/employee development, workflow efficiencies and organizational and cultural change.
• Ensure human resources strategies and initiatives are necessary, cost effective and in support of business goals and objectives. Execute HR plan in coordination with customer group.
• Ensure appropriate human resource systems are in place to attract, select, reward, develop, and engage and retain employees.
• Counsel leadership on identifying and selecting diverse pool of technical and leadership talent, employee development process, inclusive of development plans to build skill, competency and organizational capability, and succession planning.
• ​Assist leaders in leveraging talent across work groups (e.g. cross-training, rotational assignments, redeployment).
• Provide advice and guidance on employee relations' issues, progressive discipline and documentation requirements to leadership. Collaborate with leaders and employees to identify and resolve issues that achieve a balance between business and employee needs, and ensure compliance with company policies and procedures.
• Develop interventions (proactive and reactive) that support employee relations and organizational effectiveness.
• Provide coaching and feedback to employees and leaders, as appropriate.
• In partnership with HR leadership, ensure communication and execution of our compensation philosophy.
• Analyze internal/external equity based on local market information and take initiative to address identified issues.
• Partner with leadership to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy.
• Promote awareness of and adherence to HR policies and programs. Ensure compliance with federal, state and local laws that impact HR; respond to inquiries and/or concerns, driving to resolution.
• In conjunction with HR colleagues, participate in the development of necessary policies and practices to ensure that they are consistent with overall corporate direction and in support of customer group plans.
• Stay current and aware of social, economic and other trends that may affect the business or the direction of human resources policies and programs.
• Deliver HR related training and facilitate meetings as appropriate (i.e. performance management, manager acceleration, compensation, team values and operating principles, etc.)
• Perform other duties as assigned.

What Will Our Ideal Candidate Have?

• Typically five or more years of HR experience with most experience preferred in generalist position.
• College degree in Human Resources, Industrial Relations, business or other related course of study or equivalent.

What is a Must Have?

• Minimum of three years related work experience, including experience in a generalist or other human resources role.
• Broad knowledge of human resources including organization development, employee relations, performance management, compensation and talent acquisition.