VP People & Culture

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Job description

The ideal candidate will serve as a thought leader and change partner with the LAOC senior leadership team, leading strategic human resources goals, programs and processes with a relentless focus on talent optimization, driving growth and the achievement of our business results for COMPANY. This individual will champion HR strategies and services within regional client groups and will be a true partner on a broad range of organizational issues of critical importance to the business. He/she/they will be a relationship builder and people motivator. The ideal candidate will also serve as an important conduit to, and thought partner with, the Corporate HR team.

Role Overview

• Overall HR Leader for LAOC and a member of the local Executive Management Team. Accountable for l, talent acquisition and retention strategies, talent development initiatives (including learning & development), fostering employee engagement and optimizing employee recognition and reward programs.
• Serves as a conduit to Corporate HR team, representing regional/field perspective on work teams and enterprise projects and connects corporate initiatives and field implementation.
• Delivers effective due diligence, onboarding and acquisition integration
efforts in partnership with Corporate and regional acquisition teams.
• Plays a key role in supporting supervisors, managers and leaders in raising the bar on employee engagement and creating a great place to work. Drives an employee value proposition built upon world-class organizational culture aligned with our corporate values of entrepreneurship, integrity, teamwork, accountability, discipline, and service as well as our LAOC Core Virtues.
• Develops strong relationships with key stakeholders including producers, managers, and leaders. Anticipates business needs and provides practical and pragmatic human resources solutions aligned with the regional business objectives.
• Delivers coordinated human resources services across multiple offices.
• Oversees the talent management process through identification and assessment of strengths and development opportunities and partners with management in the preparation of development plans to ensure employees are prepared for future opportunities.
• Engages with local employees in support of COMPANY's diversity, inclusion, and equity strategy.

Key Responsibilities
1. Coach and lead the Human Resources team

a. You will have a HR Manager and Talent Acquisition Manager reporting to you.

2. Talent acquisition and retention
a. Be a strong business partner supervisors, managers and leaders in optimizing their talent, specifically address underperformance, hiring needs and key employee retention.
b. Anticipate and respond to the war on talent by driving improved talent acquisition and retention strategies and enhancing prospect development in the local and national talent markets.
c. Introduce college and/or co-op programs into the organization as a means to build talent for the future. Operate in conjunction with Company's "Grow Your Own" program.
d. Build an employee value proposition, in connection with local, regional and Corporate efforts.
e. Leverage recruiting statistics/data dashboard to develop actionable insights
f. Enhance onboarding experience for new colleagues.
g. Cultural assessment, integration, and assimilation of acquisitions.

3. Talent Management
a. Performance management - Drive a performance and development culture. Create training opportunities where necessary to enhance learning and development
b. Leadership development - Continue "leadership series" program and build/implement other development initiatives in response to talent and business needs
c. Learning & Development - Support continued emphasis on learning and development initiatives and coaching for the organization to develop an internal talent pipeline
d. Succession management - Develop and execute against a succession management plan for key leaders/positions in the organization. Continue with Talent Assessment across the organization

4. Employee engagement

a. Champion, in conjunction with LAOC leadership and LAOC Employee Engagement Committee, strategies, tactics and initiatives that drive employee engagement and retention.
b. Partner with Corporate and the LAOC EMT to execute the annual employee engagement survey and support local leaders to drive employee engagement in their departments and across the organization.
i. Lead management through an analysis of the survey results and support the implementation of action plans.
ii. Responsible for region-wide communication strategy planning and execution
c. Partner with Corporate in support of enterprise employee engagement initiatives.

5. Total Rewards/Compensation

a. Ensure adherence to pay equity requirements and title alignment for core positions
b. Lead annual merit increase process linked to performance management results
c. Design and recommend for approval by the LAOC EMT as dynamic incentive compensation program linked to individual performance and business results.
d. Implement and oversee the annual incentive compensation payout process.

6. HR Systems
a. Work with Corporate and local teams to monitor/audit time and attendance (Kronos) and Workday.

7. Maintain core HR operations
a. Ensure legal compliance and adherence to appropriate regulations
b. Ensure adherence to and implementation of all required and appropriate standards, policies, and procedures
c. Manage employee relations issue
d. Develop and deliver people analytics

8. Regulatory compliance and legal integration
a. Ensure compliance with all local and state regulations

9. Integration and conduit
a. Provide perspectives and input to Corporate and region-wide policies and programs that are in development through participation in task forces, special projects, and committees.

Attractions and Opportunities
• Work for the 5th largest insurance brokerage in the world.
• Be an integral part of the leadership team.
• Be part of an organization, which is in a significant growth mode; be able to work on integration and drive culture alignment.
• The opportunity to exercise superior relationship skills and drive the people strategy.

Qualifications and Experience
• Post-secondary education, SHRM or any other valid HR certification would be an asset.
• 7-10+ years of experience in a senior HR generalist or manager capacity.
• Strong interpersonal and influence skills, including negotiation and expectations management capabilities.
• Skilled at building collaborative relationships at all levels of the organization to solve problems and implement solutions.
• Rational, confident, and mature approach to decision making and inspires trust and confidence in business partner relationships.
• Well-developed critical thinking and analytical abilities with strong attention to detail.
• Highly responsive with strong orientation towards customer support.
• Understands the dynamics of a matrix organization.
• Strong MS Office Skills (PowerPoint, Excel, and Word).
• Good organizational savvy, resilient.
• Demonstrates ownership and accountability and, through personal connection, motivates people to deliver results.
• Ability to simultaneously and effectively manage multiple projects and priorities.
• Effectively manages state and local regulatory complexities.
• Insurance industry experience an asset.
• Must be personally inclined to build relationships and get to know the workforce and thereby be seen as a champion of the people.

Department Human Resources

Required Experience: 5-7 years of relevant experience

Required Travel: Up to 25%

Required Education: Bachelor's degree (4-year degree)