Director of Human Resources for New England Claim Center

In an uncertain world, Travelers is an insurance leader, committed to keeping pace with the ever-changing needs of our customers, and anticipating their needs for the future. There is no stronger testament to our dedication to protecting customers from loss than our continued innovation and ability to transform our industry.

Under the direction of a HR RVP/Lead Generalist, drives results for all human resource efforts for assigned customers. Participates in the development of human resources policies and programs by partnering with employee relations, compensation and other specialist functions. Directs all human resource activities within the customer group. Provides a high level of coaching and counseling to management and employees in order to enhance individual contributions. Works in partnership with HR RVP to develop strategy and drive initiatives that have a region/countrywide impact. May manage/mentor less experience generalists/Human Resources managers which will include providing performance feedback, coaching, and development. Requires minimal HR RVP/Lead Generalist oversight. Will act as back up to HR RVP/Lead Generalist as needed.

**Compensation** Partners with HR RVP /Lead Generalist and field business partners to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy. Working with HR RVP/Lead Generalist, ensures the communication and execution of our compensation philosophy. **Organization Effectiveness** Administers and communicates HR policies and programs with departments. Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan. May lead the human resources planning effort within the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives and that appropriate human resource systems are in place to select, reward, train and motivate staff. Encourages progressive management and leadership characteristics and empowered staff by providing needed tools. Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan. Ensures compliance with federal, state and local laws that impact HR; responds to government and employee inquiries or complaints, coordinates their resolution. In conjunction with other human resources staff, participates 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. Consults on organizations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organizational change. Assists management with cultural change issues. May participate in functional initiatives, e.g. College Relations, Phased Retirement, having an Enterprise impact. **Performance Management** Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management. Develops interventions (proactive and reactive) that support employee relations and organizational effectiveness. Drives organizational metabolism. Provides consultative support in the development and administration of Affirmative Action Programs, responding to discrimination complaints or charges, and coordinates their resolution. In partnership with HR RVP/Lead Generalist and Employee Relations Representative track and assess employee relations activity in Region or assigned territory. Develop action plans as necessary to address trends/issues. **Employee Development/Talent Management** May execute the human resources planning effort with the customer groups to ensure that there are adequate numbers of trained staff to accomplish business objectives. Counsels management on HR policies, staff career development, succession planning and other topics in support of business plans. May drive/lead orientation process for new HR Managers. May manage/mentor less experienced generalists/HR Managers which may include providing performance feedback, coaching and development. **Staffing and Recruitment** Ensures that appropriate human resource systems are in place to select, reward, train and motivate staff. Stays current and is award of social, economic and other trends that may affect the business or the direction of human resources policies and programs. May assist in the recruitment, hiring and on boarding of new HR Managers. May work with Talent Acquisition resources to establish strategy and ensure best uses of resources. **Training and Facilitation** Designs, develops and delivers HR related training to business partners, i.e.: Performance Management, Sexual Harassment, Managing a Diverse Workforce, etc. Provides facilitation of meetings as required, such as assimilations, developing team values, operating principles, etc. May facilitate Enterprise Leadership & Development courses, e.g. Leading People, Leading Teams.

**Work Experience:** Seasoned human resource professional who generally will have 15+ years or more of broad based generalist experience. Previous management experience a plus. **Other:** Extensive and demonstrated knowledge of human resources including organization development, employee relations, litigation management and avoidance. Demonstrated Knowledge of functional areas-compensation, benefits, training and development and staffing. Experience and procificient in Peoplesoft, MicroSoft tools, and other HRIS systems Knowledge of property casualty required. **Business Insurance:** Business asignment includes full complement of all underwriting businesses, supporting a minimum of 3 full service offices. Travel required, could be up to 30%. **Claim:** Assignment includes a large multi-line claim center involved in the strategic planning of the office and other assigned national projects/businesses; or tangible, specific, consistent additional responsibilities requiring a higher level of responsibility. **Personal Insurance:** Assignment includes large call center and/or full complement of all underwriting business, supporting a minimum of 3 full service offices. Involved in strategic planning/reporting across multiple call centers or underwriting businesses.