Senior Human Resources Consultant jobs at Jackson National Life Distributors LLC - 50 jobs

A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services - and more. In the last twelve years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Acrisure was built on entrepreneurial spirit. Prioritizing leadership, accountability, and collaboration, we equip our teams to work at the highest levels possible. Job Summary Acrisure is seeking a Human Resources Business Partner (HRBP) to join our growing team in Chicago, IL, Nashville (Brentwood), TN, or Bradenton, FL. Responsibilities * Partner with leaders across Specialty functions to identify critical talent needs and workforce challenges that impact the delivery of business objectives. * Translate business strategy into HR initiatives and ensure people-related considerations are built into functional planning efforts. * Lead the implementation of HR solutions and ensure alignment with organizational goals and employee needs. * Support hiring efforts across corporate teams, including collaboration with Talent Acquisition, onboarding of new hires, and internal mobility. * Stay current on external workforce and HR trends to bring fresh, relevant insights that inform internal people strategies. * Provide proactive guidance and resolution for employee relations issues, ensuring fair and consistent application of company policies. * Partner with leadership on organizational design, change management, and strategic transformation initiatives. * Drive effective change management strategies across corporate functions to support successful adoption of structural, technological, or process changes. * Facilitate cross-functional alignment and cultural integration within corporate departments, with a focus on inclusivity and engagement. * Ensure consistent and high-quality onboarding and offboarding experiences for employees in corporate roles. * Collaborate with leaders to develop retention strategies for key talent, including recommendations for compensation, recognition, and career development. * Collect, validate, analyze and report HR data findings to stakeholders to inform business decisions. * Work with Compensation and HR leadership to conduct job evaluations and support equitable pay practices across corporate roles. * Identify and support the development of high-potential employees and ensure leadership pipelines are built to meet future needs. * Partner with managers to create customized career paths and development plans, fostering a culture of continuous growth. * Support performance management efforts, including feedback cycles, goal setting, and coaching. * Maintain clear, transparent communication with employees and leaders to address concerns, clarify expectations, and build organizational trust. * Ensure HR policies and procedures are applied effectively and contribute to continuous improvement efforts in service delivery and compliance. * Coach and consult with assigned Specialty leaders, helping them lead through ambiguity and change while strengthening team performance. * Collaborate with peers across HR to build cohesion, share knowledge, and ensure consistent delivery of HR services across the organization. * Serve as a strategic thinker, identifying and challenging assumptions, and providing leaders with alternative talent strategies. * Flexibly respond to shifting priorities and support urgent, business-critical HR initiatives. Requirements Required Qualifications * 5+ years of progressive HR experience, including support across multiple locations. * Solid knowledge of HR best practices, employment law, and organizational development principles. * Experience supporting workforce planning, talent management, or succession planning efforts. * Demonstrated ability to build relationships and influence at all organizational levels. * Proven experience handling complex employee relations matters and navigating change. * Strong analytical, problem-solving, and decision-making skills. * Ability to thrive in fast-paced, dynamic, or matrixed work environments. Preferred Qualifications * SHRM-SCP, SPHR, or equivalent certification. * Experience working in a corporate setting within the Finance or Insurance industries. * Familiarity with Workday or other HRIS platforms. * Proficiency in Microsoft Office tools (PowerPoint, Excel, Word, Teams, etc.). Education and Experience: Required Qualifications * Bachelor's degree in Human Resources, Business Administration, or a related field-or an equivalent combination of education and experience. * 5+ years of progressive HR experience, including support across multiple locations. Preferred Qualifications * SHRM-SCP, SPHR, or equivalent certification. * Familiarity with Workday or other HRIS platforms. Benefits and Perks: * Competitive compensation * Generous vacation policy, paid holidays, and paid sick time * Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid) * Company-paid Short-Term and Long-Term Disability Insurance * Company-paid Group Life insurance * Company-paid Employee Assistance Program (EAP) and Calm App subscription * Employee-paid Pet Insurance and optional supplemental insurance coverage * Vested 401(k) with company match and financial wellness programs * Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options * Paid maternity leave, paid paternity leave, and fertility benefits * Career growth and learning opportunities * …and so much more! Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location. Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York. At Acrisure, we firmly believe that an inclusive workforce drives innovation, creativity, and ultimately, our collective success. We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Acrisure also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination. Acrisure also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email *******************. California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at ************************************* Welcome, your new opportunity awaits you. LI-MV1 #LI-Onsite Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. Why Join Us: At Acrisure, we're building more than a business, we're building a community where people can grow, thrive, and make an impact. Our benefits are designed to support every dimension of your life, from your health and finances to your family and future. Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York. Employee Benefits We also offer our employees a comprehensive suite of benefits and perks, including: * Physical Wellness: Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time. * Mental Wellness: Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription. * Financial Wellness: Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs. * Family Care: Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage. * … and so much more! This list is not exhaustive of all available benefits. Eligibility and waiting periods may apply to certain offerings. Benefits may vary based on subsidiary entity and geographic location. Acrisure is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Applicants may request reasonable accommodation by contacting *******************. California Residents: Learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy. Recruitment Fraud: Please visit here to learn more about our Recruitment Fraud Notice. Welcome, your new opportunity awaits you.

When you join the team at Unum, you become part of an organization committed to helping you thrive. Here, we work to provide the employee benefits and service solutions that enable employees at our client companies to thrive throughout life's moments. And this starts with ensuring that every one of our team members enjoys opportunities to succeed both professionally and personally. To enable this, we provide: Award-winning culture Inclusion and diversity as a priority Performance Based Incentive Plans Competitive benefits package that includes: Health, Vision, Dental, Short & Long-Term Disability Generous PTO (including paid time to volunteer!) Up to 9.5% 401(k) employer contribution Mental health support Career advancement opportunities Student loan repayment options Tuition reimbursement Flexible work environments *All the benefits listed above are subject to the terms of their individual Plans . And that's just the beginning… With 10,000 employees helping more than 39 million people worldwide, every role at Unum is meaningful and impacts the lives of our customers. Whether you're directly supporting a growing family, or developing online tools to help navigate a difficult loss, customers are counting on the combined talents of our entire team. Help us help others, and join Team Unum today! General Summary:In this position you will be responsible for influencing and implementing talent solutions designed to help achieve business objectives. This will require you to develop a deep understanding of the organization, its priorities, challenges, and talent needs. You will also have a heightened focus on change management and implementing talent plans in support of business transformative initiatives. You will be a member of the HR Business Support team, reporting to and partnering with the AVP, Senior HR Business Partner. Principal Duties and Responsibilities Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives. This may be accomplished by leveraging and integrating key HR levers, including organizational design, workforce planning, talent data and analytics, talent acquisition, performance management, identification of employee potential and succession, total rewards, talent development and employee engagement. Drive talents plans aligned with and provide input into the organization's change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success. Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization. Use data and analytics to drive talent discussions and influence the organization. Help drive enterprise HR initiatives in the organization and ensure the organization's talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed. Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate. May perform other duties as assigned. Job Specifications Strong experience (5-7 years) in the field of HR, with a solid knowledge of all HR functions as key business levers. A minimum of 3 years of change management experience focusing on the people side of change. Specific change events may include workplace transformation, M&A, outsourcing, organizational restructuring, customer experience transformation, and other changes affecting large numbers of employees. Demonstrated success as an internal consultant, understanding the broad picture, creating positive outcomes. Able to build credibility with all levels of management quickly through demonstrated expertise, self-confidence, influencing skills, and insight. Strong data analysis skills. Strong project management skills. Demonstrated success analyzing organizational issues and implementing appropriate solutions. Skilled as a facilitator. Demonstrated ability to work effectively with senior management. Strong collaboration skills across business areas and within HR. Ability to maintain appropriate balance between business demands and priorities of the HR organization. Ability to manage multiple, competing priorities. Strong service orientation. Seen as positive and a leader by colleagues. #LI-JP1 ~IN1 Unum and Colonial Life are part of Unum Group, a Fortune 500 company and leading provider of employee benefits to companies worldwide. Headquartered in Chattanooga, TN, with international offices in Ireland, Poland and the UK, Unum also has significant operations in Portland, ME, and Baton Rouge, LA - plus over 35 US field offices. Colonial Life is headquartered in Columbia, SC, with over 40 field offices nationwide. Unum is an equal opportunity employer, considering all qualified applicants and employees for hiring, placement, and advancement, without regard to a person's race, color, religion, national origin, age, genetic information, military status, gender, sexual orientation, gender identity or expression, disability, or protected veteran status. The base salary range for applicants for this position is listed below. Unless actual salary is indicated above in the job description, actual pay will be based on skill, geographical location and experience. $89,900.00-$169,900.00 Additionally, Unum offers a portfolio of benefits and rewards that are competitive and comprehensive including healthcare benefits (health, vision, dental), insurance benefits (short & long-term disability), performance-based incentive plans, paid time off, and a 401(k) retirement plan with an employer match up to 5% and an additional 4.5% contribution whether you contribute to the plan or not. All benefits are subject to the terms and conditions of individual Plans. Company: Unum

About Acrisure Acrisure is a global Fintech leader that combines the best of humans and high tech to offer multiple financial products and services to millions of businesses and individual clients. We connect clients to solutions that help them protect and grow what matters, including Insurance, Reinsurance, Cyber Services, Mortgage Origination and more. Acrisure employs over 19,000 entrepreneurial colleagues in 22 countries and have grown from $38 million to $4.8 billion in revenue in just over ten years. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win. Job Summary: The Director of Compensation plays a strategic role in creating fair, transparent, and competitive compensation strategies that align with the company's context - merger and acquisition activity, high degrees of organizational change and business-line complexity and diversity. This involves carefully assessing critical talent segments to maximize the impact of the money (compensation) the organization spends on attracting and retaining talent. Responsibilities: Collaborate and provide subject matter expertise in the administration of compensation activities to include, but not be limited to, annual salary review programs, compensation survey analysis and management, policy and procedures development, and ongoing compensation and total rewards education for managers and team members. Analyze trends in compensation-related strategies and regulatory changes to inform strategic decision-making. Lead market analysis and benchmarking activities. Oversee the design and maintenance of job architecture strategies, including the analysis and integration of acquired organizations' structures. Performing regular audits of compensation practices to ensure compliance. Generating reports on compensation data, trends, and performance. Working with HR, finance, and other departments to ensure a coordinated approach to compensation. Implement and manage compensation management systems and related technologies. Provide leadership and direction to compensation professionals aligned with the respective business units and/or talent segments and ensure optimal compensation consulting and support services are available. Effectively utilize competitive intelligence and market data to proactively address compensation challenges that impact the business and maintain a long-term vision and planning perspective. Provide guidance and support to HR business partners and managers on compensation-related inquiries and decisions. Manage a team of compensation professionals - set clear expectations, provide feedback, conduct performance reviews, and address challenges, as well as foster a positive and productive work environment. Keep current with emerging trends and best practices in the field of compensation by attending conferences and events, reading industry publications, and engaging with professional networks. May collaborate with Leadership to design and administer an Executive Compensation program. May collaborate with HR and leadership teams to design short and long-term incentive programs that motivate employee engagement and performance. Requirements: Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. 12+ years of professional experience with 8+ years of progressive experience in compensation management in organizations with employee populations of ≥5,000 and a diverse portfolio of business units 5+ years of experience managing a team of compensation professionals Proven track record of developing and implementing successful compensation programs. Preferred: Certification in compensation management (e.g., CCP) or related field. Preferred: Experience in a high-growth environment, enabling the rapid maturing of organizational compensation practices. Our Ideal Candidate Will Bring: Technology Skills: Expertise in compensation analysis and benchmarking tools. Strong analytical skills with proficiency in Excel and data visualization tools. Familiarity with HRIS and compensation management systems, ideally Workday and PayFactors. Other Qualifications: Strong knowledge of compensation trends, practices, and regulations. Strong knowledge of job evaluation methodologies and salary survey participation. Analytical thinker with a collaborative approach to problem-solving. Demonstrated ability to analyze data and present insights to influence senior leadership. Exceptional communication skills, both written and verbal, with the ability to convey complex information clearly. Ability to build strong relationships with stakeholders across the organization. Strong leadership skills, capable of inspiring and engaging effective teams. Demonstrated integrity, accountability, self-awareness and strong work ethic. Pay Details: The base compensation range for this position is $186,000 - $241,000. This range reflects Acrisure's good faith estimate at the time of this posting. Placement within the range will be based on a variety of factors, including but not limited to skills, experience, qualifications, location, and internal equity. Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. Why Join Us: At Acrisure, we're building more than a business, we're building a community where people can grow, thrive, and make an impact. Our benefits are designed to support every dimension of your life, from your health and finances to your family and future. Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York. Employee Benefits We also offer our employees a comprehensive suite of benefits and perks, including: Physical Wellness: Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time. Mental Wellness: Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription. Financial Wellness: Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs. Family Care: Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage. … and so much more! This list is not exhaustive of all available benefits. Eligibility and waiting periods may apply to certain offerings. Benefits may vary based on subsidiary entity and geographic location. Acrisure is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Applicants may request reasonable accommodation by contacting ******************* . California Residents: Learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy. Recruitment Fraud: Please visit here to learn more about our Recruitment Fraud Notice. Welcome, your new opportunity awaits you.

Job DescriptionAbout Acrisure A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services - and more. In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win Job Summary: We're seeking a strategic and results-oriented Senior HR Business Partner (Sr. HRBP) to join our team in supporting leaders in our North American Specialty business functions. In this role, you will act as a strategic liaison between HR and business leaders, helping shape and implement talent strategies that accelerate performance and foster employee engagement. As a trusted advisor and change leader, you'll leverage your expertise in workforce planning, talent development, and organizational transformation to align HR capabilities with evolving business needs. This role also involves mentoring HRBPs and helping elevate the impact of HR across the organization. Responsibilities Identify the most pressing talent opportunities and workforce challenges within NA Specialty, ensuring alignment with business strategy and priorities. Help shape HR priorities based on internal trends and functional needs and ensure delivery of high-impact HR solutions. Drive execution of both enterprise-wide and function-specific HR initiatives, adapting solutions to the needs of corporate departments. Partner with Senior Director and Talent Acquisition to build out a talent acquisition function for Specialty and lead the associated change management activities as this is implemented within your assigned business areas. Partner with Talent Acquisition and functional leaders to build and manage robust hiring pipelines and deliver an exceptional onboarding experience. Monitor external workforce and talent trends, providing actionable recommendations to improve internal talent strategies. Lead and resolve complex employee relations matters, acting as a point of escalation and policy expert for Specialty teams. Collaborate with leadership to design and implement change management strategies related to organizational redesigns, process transformations, or new technology adoption. Facilitate cultural integration efforts and inclusive practices within Specialty functions, enhancing cohesion, trust, and belonging. Support employee lifecycle moments including onboarding, career growth, and offboarding with a consistent and thoughtful approach. Retain critical talent by identifying high-value employees and recommending tailored development, recognition, and retention strategies. Evaluate roles within the Specialty job architecture to support equitable and competitive compensation strategies in partnership with the Compensation team. Identify and develop high-potential employees for leadership succession planning and long-term workforce stability. Coach leaders on career development practices, helping them guide their teams through personalized growth journeys. Contribute to the design and facilitation of training programs aimed at upskilling corporate function employees. Oversee performance management systems to ensure timely, constructive feedback and performance improvement efforts. Foster transparency and open dialogue by communicating clearly with employees, addressing concerns, and supporting change initiatives. Act as a steward of HR policies and continuous improvement, gathering feedback, running audits, and refining HR programs and data practices. Serve as a strategic advisor to corporate leaders, helping them anticipate talent risks, navigate ambiguity, and lead through complexity. Promote collaboration within the HR community and with stakeholders across corporate teams to drive unified and consistent support. Challenge assumptions and guide corporate leaders on the talent implications of business decisions, offering evidence-based alternatives. Manage ad-hoc priorities with agility, reprioritizing to meet evolving business needs. Requirements Bachelor's degree in Human Resources, Business Administration, or a related field; or a combination of education and experience. 8+ years of progressive HR experience supporting geographically distributed employee populations. 3+ years supporting Insurance business functions (Claims, Underwriting, Risk/Loss Control, Brokerage, etc.) strongly desired. Strong knowledge of HR best practices, employment law, and organizational development. Proven ability to lead workforce planning and succession planning processes. Demonstrated experience facilitating talent management cycles (e.g., talent reviews, performance calibration). Exceptional communication, relationship-building, and influencing skills across all levels. Solid experience managing complex employee relations cases and driving organizational change. Advanced problem-solving, analytical, and decision-making capabilities. Comfort working in dynamic, high-growth, or matrixed environments. SHRM-SCP, SPHR, or other advanced HR certification, preferred. Background supporting the Financial Services or Insurance industry, preferred. Familiarity with Workday or other HRIS platforms. Proficiency with Microsoft Office Suite (PowerPoint, Excel, Word, Teams, etc.). #LI-MF2 #LI-Onsite Pay Details: The base compensation range for this position is $114,495 - $161,640. This range reflects Acrisure's good faith estimate at the time of this posting. Placement within the range will be based on a variety of factors, including but not limited to skills, experience, qualifications, location, and internal equity. Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. Why Join Us: At Acrisure, we're building more than a business, we're building a community where people can grow, thrive, and make an impact. Our benefits are designed to support every dimension of your life, from your health and finances to your family and future. Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York. Employee Benefits We also offer our employees a comprehensive suite of benefits and perks, including: Physical Wellness: Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time. Mental Wellness: Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription. Financial Wellness: Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs. Family Care: Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage. … and so much more! This list is not exhaustive of all available benefits. Eligibility and waiting periods may apply to certain offerings. Benefits may vary based on subsidiary entity and geographic location. Acrisure is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Applicants may request reasonable accommodation by contacting ******************* . California Residents: Learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy. Recruitment Fraud: Please visit here to learn more about our Recruitment Fraud Notice. Welcome, your new opportunity awaits you.

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities. Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers' expectations while making a real impact for our company through our shared purpose. When you join our company, we want you to feel valued, supported and proud to work here. That's why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers. HR Control Director Lead Risk Management and Controls for Human Resources Functions GEICO is seeking a visionary and strategic HR 1st Line of Defense Control/Risk Director to drive risk management and controls across our Human Resources (HR) functions. This high-impact role is designed for an initiative-taking leader who excels in partnership, thrives in collaborative environments, and brings a strong action-oriented approach. The ideal candidate will champion a process mindset-identifying enhancement and re-engineering opportunities and leveraging AI and automation to deliver efficiency and effectiveness in key HR activities. Most importantly, this leader will demonstrate a "can do" mentality, focused on "getting to yes" and breaking down barriers to achieve solutions that align with both risk management objectives and business priorities. Location This hybrid role requires on-site presence three days per week at one of GEICO's office locations: Chevy Chase, MD; Chicago, IL; Dallas, TX; or New York, NY. Key Responsibilities * Strategic Partnership: Build and nurture strong relationships across HR, business units, and Technology functions to seamlessly integrate risk management into HR initiatives. * Risk-Based Approach: Understand and prioritize business needs, applying a risk-based mindset to HR processes and controls. * Process Mindset & Innovation: Advocate for process improvement, actively seeking opportunities for enhancement, re-engineering, and leveraging AI or automation to maximize efficiency and effectiveness. * Can Do Mentality & Getting to Yes: Approach challenges with optimism, persistence, and resourcefulness-always striving to find practical solutions and drive consensus that aligns business objectives with risk mitigation. * Continuous Improvement: Deliver ongoing transformation within HR controls, supporting business growth and compliance through innovative process changes. * Governance and Compliance: Develop, implement, and maintain policies and procedures that fulfill regulatory requirements and uphold internal standards. * Team Leadership: Build, guide, and empower a collaborative team focused on designing, monitoring, and remediating HR controls. * Stakeholder Communication: Clearly and effectively communicate risk events, issues, and process updates to HR leadership, the Audit Committee, and external auditors. * Training and Awareness: Lead educational sessions for HR staff on risk management, controls, and compliance. Required Skills and Qualifications * Bachelor's degree in human resources, business, finance, or a related field; or equivalent relevant experience. * 8+ years of experience in risk management, internal controls, or compliance, preferably within HR or large, complex organizations. * Demonstrated partnership and collaboration skills, with the ability to influence stakeholders across diverse functions. * Initiative-taking, action-oriented mindset with a focus on results and continuous improvement. * Process-driven, with the ability to propose and implement enhancement opportunities, including re-engineering and AI/automation. * Excellent written and verbal communication skills, with the ability to distill and present complex issues clearly. * Strong prioritization skills for thriving in fast-paced, changing environments. Preferred Qualifications * Master's degree in HR, business, or finance (HR certifications or risk management credentials are a plus). * Experience with data analysis, process automation, or HR analytics. * Background in SOX compliance, forensic audit, or control design relating to HR. This is an exceptional opportunity to join GEICO during a period of transformation-leading impactful change in HR risk management, promoting a culture of "getting to yes," and helping shape the future of our organization. Annual Salary $146,575.00 - $229,600.00 The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate's work experience, education and training, the work location as well as market and business considerations. At this time, GEICO will not sponsor a new applicant for employment authorization for this position. The GEICO Pledge: Great Company: At GEICO, we help our customers through life's twists and turns. Our mission is to protect people when they need it most and we're constantly evolving to stay ahead of their needs. We're an iconic brand that thrives on innovation, exceeding our customers' expectations and enabling our collective success. From day one, you'll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people's lives. Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career - and your potential - in mind. You'll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels. Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose. As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers. Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future. * Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family's overall well-being. * Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance. * Access to additional benefits like mental healthcare as well as fertility and adoption assistance. * Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year. The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled. GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.

What part will you play? If you're looking for a place where you can make a meaningful difference, you've found it. The work we do at Markel gives people the confidence to move forward and seize opportunities, and you'll find your fit amongst our global community of optimists and problem-solvers. We're always pushing each other to go further because we believe that when we realize our potential, we can help others reach theirs. Join us and play your part in something special! The HR Business Partner position is responsible for aligning business objectives with employees and management in the Claims and Operations teams within the Wholesale and Specialty Division. The HR Business Partner is the employee champion and change agent, assessing and anticipating HR and Claims and Operations related needs. Communicating needs proactively with our corporate HR department and business management, the HR Business Partner seeks to develop integrated solutions. The HR Business Partner formulates partnerships with corporate HR Subject Matter Experts (SMEs) to deliver value-added service to assigned management and associates that reflect the goals of the organization. Job Responsibilities Understands business and talent pressures so as to translate business strategy into people strategy Serving as a thought leader and consultant for business leaders - diagnoses and solves workforce business problems and challenges within the designated function/division Builds talent and leadership capabilities in leaders and managers through day-to-day performance and career management guidance to employees and managers (coaching, consulting, counseling, training, career development, disciplinary actions, and terminations/off boarding) Proactively supports the delivery of all HR processes, initiatives, policies and programs with the designated department/division in order to foster a productive and compelling employment experience Facilitate and lead organizational development and change initiatives with the business Executes talent review discussions with current leadership teams to drive future organization-based decisions and identify talent needs Leads initiatives to build trust, employee engagement, leadership effectiveness and workforce productivity In partnership with the Financial Planning and Analysis (FP&A) team, collaborates on annual workforce planning and budgeting process In partnership with the Employee Relations team, manages and resolves complex employee relations issues, while maintaining legal compliance. May participate in conducting thorough and objective investigations, when necessary. In partnership with the Change Management team, shapes plans for how change will be implemented and communicated across large parts of organizations Immediate responder for day-to-day situations requiring HR assistance Education Bachelor's Degree required; major in Human Resources Management, Business Management or other related field desired, master's degree and HR industry designations desired. Work Experience/Skill Set Minimum 5 years of HR Business Partner and leadership experience required, global experience preferred. Preference given to candidates with experience in supporting Claims and Operations clients. Domestic travel will be required. Proven experience in Human Resource Management (staffing; employee relations; performance management; leadership development; training). Highly proficient working with HRIS systems; knowledge of Workday is an asset. Ability to think strategically and translate concepts into actionable items. Must possess a global mindset and ability to flex and adapt style as needed. Must possess executive presence. Courage to make tough decisions and deliver difficult messages with professionalism and poise. Comfortable working in ambiguous business situations. Strong expertise in developing solutions based upon facts/data analytics. Ability to develop credible relationships with executives. Must be a confident communicator, able to effectively present verbal and written subject matter to all levels of the organization. US Work Authorization US Work Authorization required. Markel does not provide visa sponsorship for this position, now or in the future. Pay information: The base salary offered for the successful candidate will be based on compensable factors such as job-relevant education, job-relevant experience, training, licensure, demonstrated competencies, geographic location, and other factors. The national average salary for the HRBP, Wholesale & Specialty Division is $97,520 - $134,090 with 25% short-term incentive. Who we are: Markel Group (NYSE - MKL) a fortune 500 company with over 60 offices in 20+ countries, is a holding company for insurance, reinsurance, specialist advisory and investment operations around the world. We're all about people | We win together | We strive for better We enjoy the everyday | We think further What's in it for you: In keeping with the values of the Markel Style, we strive to support our employees in living their lives to the fullest at home and at work. We offer competitive benefit programs that help meet our diverse and changing environment as well as support our employees' needs at all stages of life. All full-time employees have the option to select from multiple health, dental and vision insurance plan options and optional life, disability, and AD&D insurance. We also offer a 401(k) with employer match contributions, an Employee Stock Purchase Plan, PTO, corporate holidays and floating holidays, parental leave. Are you ready to play your part? Choose ‘Apply Now' to fill out our short application, so that we can find out more about you. Caution: Employment scams Markel is aware of employment-related scams where scammers will impersonate recruiters by sending fake job offers to those actively seeking employment in order to steal personal information. Frequently, the scammer will reach out to individuals who have posted their resume online. These "job offers" include convincing offer letters and frequently ask for confidential personal information. Therefore, for your safety, please note that: All legitimate job postings with Markel will be posted on Markel Careers. No other URL should be trusted for job postings. All legitimate communications with Markel recruiters will come from Markel.com email addresses. We would also ask that you please report any job employment scams related to Markel to ***********************. Markel is an equal opportunity employer. We do not discriminate or allow discrimination on the basis of any protected characteristic. This includes race; color; sex; religion; creed; national origin or place of birth; ancestry; age; disability; affectional or sexual orientation; gender expression or identity; genetic information, sickle cell trait, or atypical hereditary cellular or blood trait; refusal to submit to genetic tests or make genetic test results available; medical condition; citizenship status; pregnancy, childbirth, or related medical conditions; marital status, civil union status, domestic partnership status, familial status, or family responsibilities; military or veteran status, including unfavorable discharge from military service; personal appearance, height, or weight; matriculation or political affiliation; expunged juvenile records; arrest and court records where prohibited by applicable law; status as a victim of domestic or sexual violence; public assistance status; order of protection status; status as a smoker or nonsmoker; membership or activity in local commissions; the use or nonuse of lawful products off employer premises during non-work hours; declining to attend meetings or participate in communications about religious or political matters; or any other classification protected by applicable law. Should you require any accommodation through the application process, please send an e-mail to the ***********************. No agencies please.

Sentry's HR Business Partners serve as the key HR representative in the field office in which they are located. This role will be located at our Nashville, TN office location in a hybrid work model. The HR Business Partner provides support and guidance to Sentry managers and associates across a range of areas such as talent acquisition, associate relations, health & wellness, benefits, and company sponsored events and programs. What You'll Do As an HR Business Partner, you will: Execute the entire recruitment cycle for assigned positions from the requisition process, the presentation of candidates, and pre-hire screens to final offer letter. Source active candidates from online databases, contact lists, internal databases and employee referrals. Source passive candidates through networking, cold calling, internet searches and research. Coordinate the employee exit process, conduct exit interviews, and provide critical information and input into termination decisions. Coordinate the termination process involving HR Business Consultant, associate relations management and manager and as needed corporate security. Serve as a point of contact for terminated associates. Review initial complaints, conduct investigations, and with input from Associate Relations management and in some cases inside legal counsel, recommend corrective action and provides summary reports as appropriate. Coach and guide managers in assessing need for and developing associate-related communications, including corrective action documentation. Utilize the employee relations software tool to document investigations. Provide support and guidance to managers in the performance management of their associates, including coaching, counseling, and partnering on performance plan development. Serve as an on-site conduit for multiple HR and Corporate departments providing support for multiple associate events such as new associate orientation, on-site health screenings, philanthropic events (United Way), and benefits open house sessions. Collaborate with HR centers of excellence to ensure consistency in communications and implementation of updates and changes. Provides additional programs, communications or resources in areas such as performance management, employee relations, recruitment, compensation, career development and leadership development to meet the specific needs of the business function. Engage and meet with business unit leaders and associates developing relationships, trust and engagement. What it Takes Bachelor's degree or equivalent work experience. Minimum of 3 years of related work experience. PHR certification preferred. Demonstrated HR Generalist skills to include; compensation, employee development, benefits and organization development. Possesses a thorough knowledge of the major HR disciplines and can demonstrate the ability to provide HR support to their business partners. Solid understanding of fair employment practices and regulations. Exceptional skills in written and verbal communications. Proficient in Microsoft Word, Excel, PowerPoint and Outlook. Ability to multi-task and meet deadlines under pressure. Excellent organizational, collaboration and follow-up skills. What You'll Receive At Sentry, your total rewards go beyond competitive compensation. Below are some benefits and perks that you'll receive. Sentry is happy to offer flexibility through a scheduled Hybrid work model. Monday and Friday work from home if you choose to, Tuesday through Thursday you'll work in office. As a Sentry associate, you will have an in-office workspace and materials for your home office. In addition to the laptop, you will receive prior to your start, Sentry will provide equipment for your home office. Meal Subsidy available for associates who report to an office. 401(K) plan with a dollar-for-dollar match on your first eight percent, plus immediate vesting to help strengthen your financial future. Continue your education and career development through Sentry University (SentryU) and utilize our Tuition Reimbursement program. Generous Paid-Time Off plan for you to enjoy time out of the office as well as Volunteer-Time off. Group Medical, Dental, Vision, Life insurance, Parental leave, and our Health and Wellness benefits to encourage a healthy lifestyle. Well-being and Employee Assistance programs. Sentry Foundation gift matching program to encourage charitable giving. About Sentry We take great pride in making Forbes' list of America's Best Midsize Employers. A lot of different factors go into that honor, many of which contribute to your job satisfaction. Our bright future is built on a long track record of success. We got our start in 1904 and have been helping businesses succeed and protect their futures ever since. Because of the trust placed in us, we're one of the largest and financially strongest mutual insurance companies in the United States. We're rated A+ by A.M. Best, the industry's leading rating authority. Our headquarters is in Stevens Point, Wisconsin, with offices located throughout the United States. From sales to claims, and information technology to marketing, we enjoy a rewarding and challenging work environment with opportunities for ongoing professional development and growth. Get ready to own your future at Sentry. Opportunities await! Talent Acquisition Specialist Thank you for your interest in Sentry! Katelynne Rivera *************************** Equal Employment Opportunity Sentry is an Equal Opportunity Employer. It is our policy that there be no discrimination in employment based on race, color, national origin, religion, sex, disability, age, marital status, or sexual orientation.

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities. Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers' expectations while making a real impact for our company through our shared purpose. When you join our company, we want you to feel valued, supported and proud to work here. That's why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers. Location: Hybrid - DC, Dallas, Houston, Tampa, NYC, Chicago, Tucson, or Lakeland Reports To: Senior Director, HR Compliance & Controls About the Role GEICO is seeking an experienced HR Compliance Manager to lead the development, execution, and ongoing governance of employment compliance programs across Workers' Compensation, OSHA, regulatory reporting, audit remediation, and HR policy governance. This role is not focused on EEO, Affirmative Action Plans (AAP), or federal contractor compliance. EEO/AAP program management is explicitly out of scope for this position. This role requires deep, hands-on experience managing operational compliance programs, overseeing third-party vendors, and ensuring regulatory adherence across high-volume, highly regulated HR processes. You will partner with Legal, Corporate Compliance, Internal Controls, and HRIS to strengthen governance, reduce risk, and continuously improve how compliance is executed across HR operations. What You'll Do Leadership & Strategy * Lead, coach, and develop a team of HR Compliance professionals managing Workers' Compensation, OSHA compliance, regulatory reporting, audit remediation, and HR policy governance. * Set clear performance goals and operational metrics aligned with People Operations and enterprise risk priorities. * Build strong partnerships with Legal, Corporate Compliance, Internal Controls, Internal Audit, and HR Centers of Excellence to drive alignment, transparency, and risk mitigation. Program Management & Oversight (Core of the Role) * Workers' Compensation: Own program administration, including claims governance, vendor oversight, case escalation, compliance with state and federal requirements, and continuous improvement of claims outcomes. * OSHA & Workplace Safety Compliance: Lead injury and illness reporting, OSHA recordkeeping, complaint handling, audits, and regulatory engagement in partnership with Corporate Safety and Facilities. * Regulatory Reporting: Manage HR compliance filings (e.g., EEO-1, BLS, state reporting), ensuring accuracy, timeliness, and audit readiness. * Audit Remediation & Controls: Lead HR audit remediation efforts, track corrective actions, and strengthen governance, documentation, and internal controls. * Policy, Handbook & Records Governance: Oversee HR policy management, records retention, and procedural standards to ensure consistency, defensibility, and compliance with legal requirements. Continuous Improvement & Governance * Develop and maintain SOPs, playbooks, and standardized documentation across HR compliance programs. * Establish dashboards, reporting, and QA/QC routines to monitor compliance trends, vendor performance, audit progress, and regulatory obligations. * Partner with HRIS and operational teams to identify opportunities for automation, simplification, and improved data integrity in compliance workflows. What This Role Is Not To ensure clarity: * This role does not manage EEO investigations, Affirmative Action Plans (AAP), or federal contractor compliance (EEO/AAP, OFCCP audits, or diversity reporting without operational compliance leadership) Required Qualifications * Bachelor's degree in Human Resources, Business Administration, Risk Management, or related field (Master's degree or JD preferred). * 8+ years of progressive HR, compliance, or risk management experience * Direct, hands-on experience managing: * Workers' Compensation claims and vendor relationships * OSHA compliance, injury/illness reporting, and regulatory engagement * 4+ years in people leadership and team management. * HR or Compliance certification (e.g., SHRM-CP/SCP, PHR/SPHR, CCEP). * Demonstrated experience leading audit remediation, compliance governance initiatives, and control frameworks. * Strong working knowledge of federal and state employment regulations related to workers' compensation, OSHA, and HR regulatory reporting. * Experience operating in large, complex, or highly regulated organizations. * Familiarity with HRIS systems (Workday preferred), process documentation, and compliance dashboards. * Familiarity with HRIS systems (Workday preferred) and process documentation tools. Why Join Us You'll be a part of a collaborative and mission-driven HR team committed to excellence, integrity, and continuous learning. This is your opportunity to help build a best-in-class HR compliance function that supports a culture of accountability and care. #LI-EW1 Annual Salary $82,000.00 - $157,850.00 The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate's work experience, education and training, the work location as well as market and business considerations. At this time, GEICO will not sponsor a new applicant for employment authorization for this position. The GEICO Pledge: Great Company: At GEICO, we help our customers through life's twists and turns. Our mission is to protect people when they need it most and we're constantly evolving to stay ahead of their needs. We're an iconic brand that thrives on innovation, exceeding our customers' expectations and enabling our collective success. From day one, you'll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people's lives. Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career - and your potential - in mind. You'll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels. Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose. As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers. Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future. * Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family's overall well-being. * Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance. * Access to additional benefits like mental healthcare as well as fertility and adoption assistance. * Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year. The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled. GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.

The Senior HR Business Partner (HRBP) plays a crucial role in delivering strategic HR leadership and support to the Zone Manager(s) and their management team within the designated area(s) of the sales organization. Acting as a strategic business partner and trusted advisor, the HRBP will have a strong emphasis on performance management, employee relations, turnover, and change management. In this role, the HRBP will work independently on a daily basis, serving as a problem solver and critical thinker, connecting business leaders with our Centers of Excellence (COE), facilitating proactive planning while managing multiple stakeholders and their competing priorities. This position is based out of our Chicago office and will be expected to work from the office four days per week. RESPONSIBILITIES Identify and build effective working relationships with Sales Leaders across the Zone(s); ensure solid understanding of their business challenges and opportunities. Effectively influence and manage sales leaders and other key stakeholders with regards to talent management, performance management, change management, and role clarity. Build trusted partnerships with business leaders, combining strong relationship management with guidance that drives accountability in people management practices. In partnership with our Employee Relations team, facilitate resolution of employee relations situations in an effective and timely manner to minimize risk escalation and business disruption. Identify and address root causes of employee relations issues in conjunction with local leadership. Champion and influence the adoption of Company initiatives. Provide proactive support with solutions to address issues in the areas of retention, turnover, and performance management. Facilitate talent management to include, planning, development and succession, ensuring that the organization has the right skills and capabilities to meet future needs. Assist with and monitor completion of cyclical Company processes such as yearly performance management, identify top talent, etc. Generate and analyze reports to provide data-driven insights / people analytics to enable strategic decisions. SKILLS Ability to think and act critically in developing practical solutions. Strong attention to detail, organizational, analytical, data driven, and problem-solving skills. Ability to take initiative and collaborate with others to meet business goals. High energy with a strong drive for results. Demonstrate ability to prioritize and manage multiple internal and external customer expectations accordingly. Excellent interpersonal, verbal, and written communication skills. Effective relationship skills and ability to engage & influence multiple level employees and managers. Creative, self-starter, flexible. EDUCATION AND EXPERIENCE Bachelor's Degree in a Human Resources or related field is preferable 5+ years of Human Resources experience with demonstrated capabilities as an HR generalist and a track record of success in Employee Relations Insurance industry & experience supporting a sales business unit is a plus Ability to travel up to 20% of the time Strong PC skills desired- Microsoft Office and internal reporting systems The pay range for the role is $96,100 to $144,200. The specific offer will depend on an applicant's skills and other factors. This role may also be eligible to participate in a discretionary annual incentive program. Chubb offers a comprehensive benefits package, more details on which can be found on our careers website. The disclosed pay range estimate may be adjusted for the applicable geographic differential for the location in which the position is filled.

HUB International Limited ("HUB") is one of the largest global insurance and employee benefits brokers, providing a broad array of property, casualty, risk management, life and health, employee benefits, investment and wealth management products and services. With over 19,000 employees in 600+ offices throughout North America, HUB has grown substantially, in part due to our industry leading success in Mergers and Acquisitions. **WHAT WE OFFER YOU:** At HUB we believe in investing in the future of our employees. Our entrepreneurial culture fosters an environment of open feedback and improvement that empowers our people to make the best decisions for our customers and organization. We offer: + Competitive salaries and benefits offerings + Medical/dental/vision insurance and voluntary insurance options + Health Savings Account funding + 401k matching program + Company paid Life and Short-Term Disability Plans + Supplemental Life and Long-Term Disability Options + Comprehensive Wellness Program + Paid Parental Leave + Generous PTO Package - Vacation, Holiday, Sick, and Personal Time Off + Great work/life balance, because that's important for all of us! + Focus on creating a meaningful environment through employee engagement events + The ability to be a part of a motivated, winning team with the opportunity to learn from colleagues who are amongst the top talent in the industry! + Growth potential - HUB is constantly growing and so can your career! + A rewarding career that helps local businesses in the community + Strong community support and involvement through HUB Gives **SUMMARY:** The Strategic Human Resources Business Partner (HRBP) is a collaborative advisor and consultant to business leaders creating and driving talent strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with Regional and Practice Area leadership to translate business objectives into comprehensive workplans encompassing talent acquisition, performance enablement, and organizational effectiveness. This role operates with a high degree of autonomy, applying deep HR experience, wisdom and expert judgement. The Strategic HRBP uses data, insights and business knowledge to challenge assumptions, identify opportunities, mitigate risk, influence decisions and measure impact through clear performance indicators. The role will partner with their Strategic HR Lead, Super Region HR Lead, HR Centers of Excellence (COEs) and HR Support Services teams to drive alignment to talent strategies, prioritize critical initiatives, and deliver a consistent and high-quality experience for employees and managers. **RESPONSIBILITIES:** **Business Acumen:** + Engage with leaders and other various stakeholders to learn the nuances of their operations, and apply that knowledge to shape talent strategies that support business priorities, build capability, advance performance, and support M&A integration. + Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies. **Strategic Consulting:** + Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management. + Act as a consultative and creative problem solver who listens to business problems, challenges business leader assumptions, teaches leaders about talent implications of decisions, and presents alternate explanations and ideas. + Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise. + Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion. **Relationship Management** + Build strong, credible, collaborative and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions. + Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices. + Partner with HR Centers of Excellence to execute on a variety of programs such as compensation, engagement, performance management, and talent development. **Talent Management** + Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives. + Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness. + Lead change management efforts, helping the organization navigate transformation with agility and resilience, and care and consideration for employees. + Provide coaching to leaders to ensure high-performing and inclusive team environments. + Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed. **Data Judgement** + Leverage resources and tools to collect, manage and analyze workforce data. + Interpret and translate data into compelling stories that resonate with managers and lead to better and faster decisions, with positive outcomes. + Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI. **Agility** + Operate effectively amid ambiguity and shifting priorities, ensuring timely, high-quality results. + Exhibit a growth mindset by being adaptable, receptive to new ideas and seeking opportunities to learn and implement new found insights and information that better supports the business. + Possess a strong belief in possibility; demonstrate resilience and the ability to change directions and adjust plans as and when needed. **Qualifications:** + Bachelor's degree in Human Resources, Business Administration, or related discipline. Advanced degree or HR certification (PHR, SHRM-CP, CPHR or equivalent) preferred. + 5-7 years of progressive HR experience with a minimum of 3 years partnering directly with business leadership in a strategic HR capacity. + Demonstrated capability in workforce planning, organizational design, performance enablement, and leadership advisory. + Deep experience in employee relations and risk mitigation with sound judgment and confidentiality. + Fluency in HR data interpretation and metric-driven decision support. + Strong communication, influence, and relationship-building skills across all levels of the organization. + Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment. + Proficiency with Workday or similar HRIS platforms. Department Human Resources Required Experience: 5-7 years of relevant experience Required Travel: Negligible Required Education: Bachelor's degree (4-year degree) HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations. E-Verify Program (**************************************** We endeavor to make this website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the recruiting team ********************************** . This contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.

HUB International Limited (“HUB”) is one of the largest global insurance and employee benefits brokers, providing a broad array of property, casualty, risk management, life and health, employee benefits, investment and wealth management products and services. With over 19,000 employees in 600+ offices throughout North America, HUB has grown substantially, in part due to our industry leading success in Mergers and Acquisitions. WHAT WE OFFER YOU: At HUB we believe in investing in the future of our employees. Our entrepreneurial culture fosters an environment of open feedback and improvement that empowers our people to make the best decisions for our customers and organization. We offer: Competitive salaries and benefits offerings Medical/dental/vision insurance and voluntary insurance options Health Savings Account funding 401k matching program Company paid Life and Short-Term Disability Plans Supplemental Life and Long-Term Disability Options Comprehensive Wellness Program Paid Parental Leave Generous PTO Package - Vacation, Holiday, Sick, and Personal Time Off Great work/life balance, because that's important for all of us! Focus on creating a meaningful environment through employee engagement events The ability to be a part of a motivated, winning team with the opportunity to learn from colleagues who are amongst the top talent in the industry! Growth potential - HUB is constantly growing and so can your career! A rewarding career that helps local businesses in the community Strong community support and involvement through HUB Gives SUMMARY: The Strategic Human Resources Business Partner (HRBP) is a collaborative advisor and consultant to business leaders creating and driving talent strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with Regional and Practice Area leadership to translate business objectives into comprehensive workplans encompassing talent acquisition, performance enablement, and organizational effectiveness. This role operates with a high degree of autonomy, applying deep HR experience, wisdom and expert judgement. The Strategic HRBP uses data, insights and business knowledge to challenge assumptions, identify opportunities, mitigate risk, influence decisions and measure impact through clear performance indicators. The role will partner with their Strategic HR Lead, Super Region HR Lead, HR Centers of Excellence (COEs) and HR Support Services teams to drive alignment to talent strategies, prioritize critical initiatives, and deliver a consistent and high-quality experience for employees and managers. RESPONSIBILITIES: Business Acumen: Engage with leaders and other various stakeholders to learn the nuances of their operations, and apply that knowledge to shape talent strategies that support business priorities, build capability, advance performance, and support M&A integration. Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies. Strategic Consulting: Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management. Act as a consultative and creative problem solver who listens to business problems, challenges business leader assumptions, teaches leaders about talent implications of decisions, and presents alternate explanations and ideas. Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise. Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion. Relationship Management Build strong, credible, collaborative and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions. Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices. Partner with HR Centers of Excellence to execute on a variety of programs such as compensation, engagement, performance management, and talent development. Talent Management Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives. Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness. Lead change management efforts, helping the organization navigate transformation with agility and resilience, and care and consideration for employees. Provide coaching to leaders to ensure high-performing and inclusive team environments. Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed. Data Judgement Leverage resources and tools to collect, manage and analyze workforce data. Interpret and translate data into compelling stories that resonate with managers and lead to better and faster decisions, with positive outcomes. Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI. Agility Operate effectively amid ambiguity and shifting priorities, ensuring timely, high-quality results. Exhibit a growth mindset by being adaptable, receptive to new ideas and seeking opportunities to learn and implement new found insights and information that better supports the business. Possess a strong belief in possibility; demonstrate resilience and the ability to change directions and adjust plans as and when needed. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related discipline. Advanced degree or HR certification (PHR, SHRM-CP, CPHR or equivalent) preferred. 5-7 years of progressive HR experience with a minimum of 3 years partnering directly with business leadership in a strategic HR capacity. Demonstrated capability in workforce planning, organizational design, performance enablement, and leadership advisory. Deep experience in employee relations and risk mitigation with sound judgment and confidentiality. Fluency in HR data interpretation and metric-driven decision support. Strong communication, influence, and relationship-building skills across all levels of the organization. Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment. Proficiency with Workday or similar HRIS platforms. Department Human ResourcesRequired Experience: 5-7 years of relevant experience Required Travel: NegligibleRequired Education: Bachelor's degree (4-year degree) HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations. E-Verify Program We endeavor to make this website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the recruiting team **********************************. This contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.

HUB International Limited ("HUB") is one of the largest global insurance and employee benefits brokers, providing a broad array of property, casualty, risk management, life and health, employee benefits, investment and wealth management products and services. With over 19,000 employees in 600+ offices throughout North America, HUB has grown substantially, in part due to our industry leading success in Mergers and Acquisitions. WHAT WE OFFER YOU: At HUB we believe in investing in the future of our employees. Our entrepreneurial culture fosters an environment of open feedback and improvement that empowers our people to make the best decisions for our customers and organization. We offer: * Competitive salaries and benefits offerings * Medical/dental/vision insurance and voluntary insurance options * Health Savings Account funding * 401k matching program * Company paid Life and Short-Term Disability Plans * Supplemental Life and Long-Term Disability Options * Comprehensive Wellness Program * Paid Parental Leave * Generous PTO Package - Vacation, Holiday, Sick, and Personal Time Off * Great work/life balance, because that's important for all of us! * Focus on creating a meaningful environment through employee engagement events * The ability to be a part of a motivated, winning team with the opportunity to learn from colleagues who are amongst the top talent in the industry! * Growth potential - HUB is constantly growing and so can your career! * A rewarding career that helps local businesses in the community * Strong community support and involvement through HUB Gives SUMMARY: The Strategic Human Resources Business Partner (HRBP) is a collaborative advisor and consultant to business leaders creating and driving talent strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with Regional and Practice Area leadership to translate business objectives into comprehensive workplans encompassing talent acquisition, performance enablement, and organizational effectiveness. This role operates with a high degree of autonomy, applying deep HR experience, wisdom and expert judgement. The Strategic HRBP uses data, insights and business knowledge to challenge assumptions, identify opportunities, mitigate risk, influence decisions and measure impact through clear performance indicators. The role will partner with their Strategic HR Lead, Super Region HR Lead, HR Centers of Excellence (COEs) and HR Support Services teams to drive alignment to talent strategies, prioritize critical initiatives, and deliver a consistent and high-quality experience for employees and managers. RESPONSIBILITIES: Business Acumen: * Engage with leaders and other various stakeholders to learn the nuances of their operations, and apply that knowledge to shape talent strategies that support business priorities, build capability, advance performance, and support M&A integration. * Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies. Strategic Consulting: * Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management. * Act as a consultative and creative problem solver who listens to business problems, challenges business leader assumptions, teaches leaders about talent implications of decisions, and presents alternate explanations and ideas. * Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise. * Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion. Relationship Management * Build strong, credible, collaborative and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions. * Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices. * Partner with HR Centers of Excellence to execute on a variety of programs such as compensation, engagement, performance management, and talent development. Talent Management * Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives. * Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness. * Lead change management efforts, helping the organization navigate transformation with agility and resilience, and care and consideration for employees. * Provide coaching to leaders to ensure high-performing and inclusive team environments. * Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed. Data Judgement * Leverage resources and tools to collect, manage and analyze workforce data. * Interpret and translate data into compelling stories that resonate with managers and lead to better and faster decisions, with positive outcomes. * Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI. Agility * Operate effectively amid ambiguity and shifting priorities, ensuring timely, high-quality results. * Exhibit a growth mindset by being adaptable, receptive to new ideas and seeking opportunities to learn and implement new found insights and information that better supports the business. * Possess a strong belief in possibility; demonstrate resilience and the ability to change directions and adjust plans as and when needed. Qualifications: * Bachelor's degree in Human Resources, Business Administration, or related discipline. Advanced degree or HR certification (PHR, SHRM-CP, CPHR or equivalent) preferred. * 5-7 years of progressive HR experience with a minimum of 3 years partnering directly with business leadership in a strategic HR capacity. * Demonstrated capability in workforce planning, organizational design, performance enablement, and leadership advisory. * Deep experience in employee relations and risk mitigation with sound judgment and confidentiality. * Fluency in HR data interpretation and metric-driven decision support. * Strong communication, influence, and relationship-building skills across all levels of the organization. * Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment. * Proficiency with Workday or similar HRIS platforms. Department Human Resources Required Experience: 5-7 years of relevant experience Required Travel: Negligible Required Education: Bachelor's degree (4-year degree) HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations. E-Verify Program We endeavor to make this website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the recruiting team **********************************. This contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.

Acrisure is a global Fintech leader that combines the best of humans and high tech to offer multiple financial products and services to millions of businesses and individual clients. We connect clients to solutions that help them protect and grow what matters, including Insurance, Reinsurance, Cyber Services, Mortgage Origination and more. Acrisure employs over 19,000 entrepreneurial colleagues in 22 countries and have grown from $38 million to $4.8 billion in revenue in just over ten years. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win. Job Summary: The Director of Compensation plays a strategic role in creating fair, transparent, and competitive compensation strategies that align with the company's context - merger and acquisition activity, high degrees of organizational change and business-line complexity and diversity. This involves carefully assessing critical talent segments to maximize the impact of the money (compensation) the organization spends on attracting and retaining talent. Responsibilities: * Collaborate and provide subject matter expertise in the administration of compensation activities to include, but not be limited to, annual salary review programs, compensation survey analysis and management, policy and procedures development, and ongoing compensation and total rewards education for managers and team members. * Analyze trends in compensation-related strategies and regulatory changes to inform strategic decision-making. * Lead market analysis and benchmarking activities. * Oversee the design and maintenance of job architecture strategies, including the analysis and integration of acquired organizations' structures. * Performing regular audits of compensation practices to ensure compliance. * Generating reports on compensation data, trends, and performance. * Working with HR, finance, and other departments to ensure a coordinated approach to compensation. * Implement and manage compensation management systems and related technologies. * Provide leadership and direction to compensation professionals aligned with the respective business units and/or talent segments and ensure optimal compensation consulting and support services are available. * Effectively utilize competitive intelligence and market data to proactively address compensation challenges that impact the business and maintain a long-term vision and planning perspective. * Provide guidance and support to HR business partners and managers on compensation-related inquiries and decisions. * Manage a team of compensation professionals - set clear expectations, provide feedback, conduct performance reviews, and address challenges, as well as foster a positive and productive work environment. * Keep current with emerging trends and best practices in the field of compensation by attending conferences and events, reading industry publications, and engaging with professional networks. * May collaborate with Leadership to design and administer an Executive Compensation program. * May collaborate with HR and leadership teams to design short and long-term incentive programs that motivate employee engagement and performance. Requirements: * Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. * 12+ years of professional experience with 8+ years of progressive experience in compensation management in organizations with employee populations of ≥5,000 and a diverse portfolio of business units * 5+ years of experience managing a team of compensation professionals * Proven track record of developing and implementing successful compensation programs. * Preferred: Certification in compensation management (e.g., CCP) or related field. * Preferred: Experience in a high-growth environment, enabling the rapid maturing of organizational compensation practices. Our Ideal Candidate Will Bring: Technology Skills: * Expertise in compensation analysis and benchmarking tools. * Strong analytical skills with proficiency in Excel and data visualization tools. * Familiarity with HRIS and compensation management systems, ideally Workday and PayFactors. Other Qualifications: * Strong knowledge of compensation trends, practices, and regulations. * Strong knowledge of job evaluation methodologies and salary survey participation. * Analytical thinker with a collaborative approach to problem-solving. * Demonstrated ability to analyze data and present insights to influence senior leadership. * Exceptional communication skills, both written and verbal, with the ability to convey complex information clearly. * Ability to build strong relationships with stakeholders across the organization. * Strong leadership skills, capable of inspiring and engaging effective teams. * Demonstrated integrity, accountability, self-awareness and strong work ethic. Pay Details: The base compensation range for this position is $186,000 - $241,000. This range reflects Acrisure's good faith estimate at the time of this posting. Placement within the range will be based on a variety of factors, including but not limited to skills, experience, qualifications, location, and internal equity. Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. Why Join Us: At Acrisure, we're building more than a business, we're building a community where people can grow, thrive, and make an impact. Our benefits are designed to support every dimension of your life, from your health and finances to your family and future. Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York. Employee Benefits We also offer our employees a comprehensive suite of benefits and perks, including: * Physical Wellness: Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time. * Mental Wellness: Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription. * Financial Wellness: Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs. * Family Care: Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage. * … and so much more! This list is not exhaustive of all available benefits. Eligibility and waiting periods may apply to certain offerings. Benefits may vary based on subsidiary entity and geographic location. Acrisure is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Applicants may request reasonable accommodation by contacting *******************. California Residents: Learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy. Recruitment Fraud: Please visit here to learn more about our Recruitment Fraud Notice. Welcome, your new opportunity awaits you.

The Human Resources Manager will partner closely with senior management to deliver core HR support across the organization. This role focuses on onboarding and developing talent, enhancing employee engagement, and ensuring effective HR operations including employee relations, compliance, and policy administration. The HR Manager will also assist senior leadership with ad-hoc projects, support day-to-day HR activities, and contribute to key organizational initiatives. Please note: This position is based in the Cayman Islands, and candidates must already reside in Cayman and must be Caymanian to be considered. This role is with Kensington Management Group, a sister company of Captive Resources. Although the position is posted through Captive Resources the selected candidate will be employed by Kensington and work directly with the Kensington team. Learn more about Kensington here: https://kensingtonmanagement.ky/introduction EDUCATION AND EXPERIENCE: Bachelor's degree in Human Resources, Business Administration, or related field. 8+ years in a management-level HR generalist role with experience partnering with senior leadership, preferably in a fast-paced environment. SKILLS/COMPETENCIES REQUIREMENTS: Strong proficiency in Microsoft Office - Word, Excel, PowerPoint. Technical ability and familiarity with BambooHR. Detail oriented with a high level of accuracy. Strong confidentiality and ability to maintain an impartial, professional approach. Familiarity with payroll processes. Strong business acumen with demonstrated strategic thinking. High level of HR compliance mindset and understanding of employment laws. Significant experience in employee relations and conflict resolution. Strong analytical, problem-solving, and judgment skills. Excellent organizational, planning, and prioritization skills. Ability to manage multiple deadlines and work under pressure. Ability to work both independently and collaboratively. Strong initiative, interpersonal skills, and open communication style. Commitment to company values and fostering a positive culture. KEY RESPONSIBILITIES: Acclimate: Gain a strong understanding of each department and the overall business, including processes, policies, collaboration structures, and growth areas to effectively support HR needs. Organizational Development: Collaborate on initiatives to enhance company culture, employee engagement, and retention strategies. Support leadership with succession planning and initiatives tied to organizational growth. Employee Relations: Serve as a primary point of contact for employee concerns, promoting a positive workplace environment through effective communication and conflict resolution. Actively participate in performance improvement plans, employee coaching, and termination processes. Compliance: Ensure all HR practices and benefits administration comply with labor laws and regulations. Conduct internal audits, recommend corrective actions, and ensure proper completion and maintenance of employee documentation. Talent Acquisition & Development: Partner with senior management to identify, interview, and evaluate candidates. Conduct HR interviews, provide constructive feedback, and maintain a strong candidate experience. Support sourcing and selection of qualified talent. Onboarding & Training: Coordinate with leadership to support onboarding processes for new hires. Identify training needs to strengthen skills, performance, and engagement. Work Permit & Third-Party Coordination: Serve as a liaison with third-party providers for expatriate work permit processes, including renewals and fee management. Performance Management: Support managers in delivering performance feedback, employee communications, competencies, and improvement plans. Coach leaders on performance-related opportunities. Policy Development: Assist in creating, updating, and implementing HR policies and procedures in compliance with legal requirements and best practices. Compensation & Benefits: Support compensation and benefits administration, conduct market data reviews and ensure programs align with organizational goals and compliance standards. Data Management: Maintain accurate and up-to-date employee records across all HR databases. Manage all staff files within BambooHR, including onboarding and offboarding documentation, form and record updates, and the maintenance of training and acknowledgment records. Analyze HR data to identify trends, ensure compliance, and support informed, data-driven decision-making.

About the Company A leading insurance carrier recognized for innovative solutions, financial strength, and a client-focused approach is seeking an experienced Director of Compensation to support the growth of its Human Resources and Operations team. Compensation & Benefits $140K - $210K base salary Bonus eligibility On-site / 5 days per week Summary The Director of Compensation is responsible for developing, executing, and managing all compensation programs to ensure attraction and retention of top talent, market competitiveness, and internal equity. Responsibilities Develop business acumen to design compensation programs that support employee engagement and organizational goals. Oversee the company's compensation framework, including job-leveling structures. Lead and mentor a team of compensation professionals, fostering a collaborative and inclusive environment. Manage compensation program re-design projects, ensuring delivery within budget and timelines. Administer compensation programs, including market surveys, analysis, and reporting. Partner with HRBPs and Talent Acquisition to ensure adoption of compensation philosophy, pay grades, and career paths. Oversee annual compensation cycles, including merit reviews, bonus planning, and equity grants. Support the development of reward strategies aligned with strategic business objectives. Provide analytical support for incentive and executive compensation programs. Maintain consistency and compliance in s and job codes. Monitor market pay practices to maintain competitive compensation structures. Ensure compliance with wage and hour laws, including FLSA evaluations. Lead the global mobility program. Manage communications related to Total Rewards programs. Partner cross-functionally with Finance, Legal, Marketing, and other departments. Provide support on strategic and special projects as needed. Requirements Bachelor's degree in Human Resources Management or related field (advanced degree preferred). 7+ years of experience in financial services; specialty insurance experience is a plus. 2+ years of management experience. Expertise in compensation program design, incentive plan development, job evaluation, market pricing, and executive compensation. Experience managing global mobility programs, including immigration matters. Strong knowledge of compensation-related laws and compliance requirements. Demonstrated success in leading multiple complex HR projects. Proven ability to build high-performing teams and deliver results. Exceptional collaboration, communication, and influencing skills across all organizational levels. Strong written, verbal, and presentation skills. High degree of confidentiality, professionalism, and objectivity. CCP (Certified Compensation Professional) or equivalent experience preferred. Occasional travel required. Additional Experience Total Rewards, Mobility, Benefits, Long-term Incentives, M&A, Restructure, Bonus Structure, Commissions Disclaimer: Please note that this job description may not cover all duties, responsibilities, or aspects of the role, and it is subject to modification at the employer's discretion. #LI-JW3

If you are an internal associate, please login to Workday and apply through Jobs Hub. Job Purpose The HR Business Consultant I (HRBC) serves as a partner and will support two distinct asset management subsidiaries of Jackson and other Jackson departments. The HR Business Consultant I position is hands-on, requiring working knowledge of multiple Human Resource disciplines. This individual will implement and monitor programs and policies including Associate Relations, Talent Acquisition, Total Rewards and Talent Management. Essential Responsibilities * Coordinates various HR programs, activities and initiatives, in conjunction with the HR department and business units. * Consults with management regarding associate relations issues, performance management and corrective action in accordance with federal, state and local regulations. * Consults with management and staff regarding HR policies and procedures, payroll, compensation and benefits. * Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed/required. * Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Able to develop appropriate and effective performance corrective actions and measures. * Works closely with management and associates to improve work relationships, build morale, increase productivity and retention. * Conducts exit interviews. * Participates in onboarding initiatives and duties. * Responds to RFP requests. * Assists with PPM tuition reimbursement program. Other Duties * May assist with special projects and initiatives within HR. * Performs other duties and/or projects as assigned. Knowledge, Skills and Abilities * Working knowledge of multiple Human Resource disciplines, compensation practices, performance management, federal and state employment laws, diversity, organizational effectiveness, talent management, workforce planning and analytics. * Working experience with associate relations issues, concepts and employment law. * In-depth knowledge of federal, state and local HR legislation to include: EEO, ADA and FMLA guidelines and regulations. * Strong interpersonal and customer service skills. * Strong attention to detail. * Strong conflict management skills. * Excellent verbal and written communication skills. * Must have attention to detail. * Ability to interpret and communicate HR policies and procedures effectively with all levels of associates within the organization. * Knowledge and experience in various HR functional areas to include talent acquisition, benefits, compensation, staffing and payroll. * Excellent computer skills in a Microsoft Windows/Office environment, specifically in Microsoft Excel. * Ability to work with managers/associates at all levels within the organization while maintaining a high level of confidentiality. Qualifications * Bachelor's Degree in Human Resources or equivalent education and/or experience required. * 3+ years Human resources generalist experience in a professional services environment, with working knowledge of HR systems, project/program deployment, and associate relations required. * Experience working in a fast-paced, rapidly-changing, and highly complex environment required. Financial services experience, preferred. * Experience using analytical and problem-solving skills required. * Experience using Microsoft Office Suite of products required. * Working knowledge of Workday or a comparable human capital management system preferred. * SHRM Certification preferred. Jackson is proud to be an equal opportunity workplace. The Company subscribes to and endorses federal and state laws and regulations relating to equal employment opportunity for all persons without regard to race, color, religion, gender, age, national origin, legally-recognized disability, marital status, legally-protected medical condition, citizenship, ancestry, height, weight, sexual orientation, veteran status, or any other factor not related to the needs of the job. The Company is committed to a policy of equal opportunity. Company facilities and campuses are tobacco-free environments. Base Pay: $74,000.00 - $90,000.00. The base salary for this position may vary depending on experience, job-related knowledge, skills, and abilities. In addition to the base salary, this role will be eligible to participate in our annual bonus program. This role will also be eligible for compensated personal time off and holidays, health benefits, 401(k) plan with generous matching and profit sharing contributions, and other benefit programs according to the Company's employment policies and subject to the formal terms of such plans and programs.

Morbark LLC, located in Winn, Michigan, is looking for a Human Resources Manager. This is an on-site position. Morbark LLC offers competitive compensation and a variety of benefits, including: Health, Dental, and Vision Insurance beginning day one 401k Plan with company match, beginning day one Profit Sharing Paid Vacation and Sick time Paid Holidays Tuition reimbursement

Chubb Benefits is seeking a Learning Solutions Business Partner to join our fast-paced, high energy, growing company. We are proud of our tradition of success in the insurance industry of over 100 years. Come join our team of hard-working, talented professionals! JOB SUMMARY: The Learning Solutions Business Partner is a dynamic role accountable for working with identified business partners and project teams assessing, managing the design, development, and deployment of online and blended learning programs. This may include personally developing content, working with our internal Instructional Design team or with ID vendors. This role is focused on key initiatives prioritized and aligned with Combined / Chubb corporate priorities. The Candidate will serve as a primary contact with multiple internal teams representing Learning and Development both independently and as a team. This role requires technical expertise related to learning design and development technologies (learning development tools, virtual training platforms, Microsoft Suite) to implement, track, communicate and market learning required for a successful implementation and attaining business objectives. In addition, a high level of project, time, communication, and relationship management skills are essential, as well as the ability to work independently, prioritize, troubleshoot, and take ownership. Detail-oriented candidate should be curious and strategic when it comes to learning processes and innovative technologies and interacting with internal clients, vendors, and partners within a matrixed organization. The desire and ability to quickly learn and navigate through complex business processes and systems to accomplish objectives is critical. RESPONSIBILITIES: Work in partnership with identified key initiative business partners and project teams to assess, manage the design, development, and deployment of online and blended learning programs. This may include participating in UAT, pilots, etc. Capability to personally develop content, work with our internal Instructional Design team or with ID vendors to meet and exceed expected business objectives. Serve as content/program owner for a variety of learning programs initiatives. Schedule and deliver training, or coordinate with leadership, SMEs and project team as required. Work closely with LMS Administrator to set up workshop sessions and/or curriculums to align with implementation and business needs. Update or retire outdated materials, proactively engage SMEs for feedback, analyze usage and adoption, ensure right content-right audience-right time. As a result of feedback, recommend best practice learning approaches for implementation that will maximize expected outcomes. Analyze and communicate the metrics of learning effectiveness by using advanced Excel skills, or other, to provide feedback and recommendations to management for ongoing improvement. Leverage decision-making, critical thinking, and reasoning skills by proactively resolving problems while exhibiting professional, sound judgment, and leadership abilities. Keep a pulse on strategic objectives while maintaining knowledge of detailed critical paths of projects being developed through agile project development. Communicate ongoing timeline progress and status in relation to both due dates and dependencies for curriculum development and project success. Escalate risks to curriculum development and implementation ensuring a strong partnership with business partners and matrixed teams. COMPETENCIES, SPECIFIC SKILLS Outstanding organizational skills, attention to detail, project management skills and proficiency in prioritizing/reprioritizing tasks based on changing needs. Ability to quickly establish strong working relationships with all levels of personnel across multiple departments. Superior writing, communication, and presentation skills; ability to state issues in a concise, solution-driven manner. Ability to work under deadlines balancing multiple priorities, complete tasks to agreed time and quality standards. Ability to organize workflow to manage multiple projects and accomplish tasks with follow-through to completion. Strong Reporting and Excel skills. Experience working with IT departments and working on technology projects. Strong analytical and problem-solving capability, with an orientation towards continuous process improvement. Ability to analyze information quickly, develop curriculum outlines and draft training content. Ability to deliver virtual programs through platforms such as WebEx. Proficiency in Microsoft Office products, including Excel, Word, Outlook, and PowerPoint. Report development and analysis experience (Excel, PBI, etc.). Ability to follow designated approval processes for content review, including SME and Legal review. Ability to facilitate programs in person (i.e., Train-the-trainer, end user, etc.) required. Some travel may be required, up to 25%. PREFERRED EDUCATION and Skills BS/BA or Master's degree (or equivalent experience/certifications) in Instructional Design, Instructional Technology, Training and Development or related field preferred. Instructional Design experience: conduct needs analysis, create PowerPoint presentations for live and virtual training, using eLearning software, and writing job aids/user manuals. PREFERRED EXPERIENCE Working in Group and Broker insurance or B2B, is highly preferred. Insurance Sales, Operations, Call Center, or Claims, is highly preferred. Demonstrated ability to design learning solutions for eLearning and live virtual instructor-led experiences. Adult learning strategies, including agile online learning and rapid design principles. Project, change, and vendor management. The pay range for the role is $80,000 to $120,000. The specific offer will depend on an applicant's skills and other factors. This role may also be eligible to participate in a discretionary annual incentive program. Chubb offers a comprehensive benefits package, more details on which can be found on our careers website. The disclosed pay range estimate may be adjusted for the applicable geographic differential for the location in which the position is filled.

The Learning Solutions Business Partner is a dynamic role accountable for working with identified business partners and project teams assessing, managing the design, development, and deployment of online and blended learning programs. This may include personally developing content, working with our internal Instructional Design team or with ID vendors. This role is focused on key initiatives prioritized and aligned with Combined / Chubb corporate priorities. The Candidate will serve as a primary contact with multiple internal teams representing Learning and Development both independently and as a team. This role requires technical expertise related to learning design and development technologies (learning development tools, virtual training platforms, Microsoft Suite) to implement, track, communicate and market learning required for a successful implementation and attaining business objectives. In addition, a high level of project, time, communication, and relationship management skills are essential, as well as the ability to work independently, prioritize, troubleshoot, and take ownership. Detail-oriented candidate should be curious and strategic when it comes to learning processes and innovative technologies and interacting with internal clients, vendors, and partners within a matrixed organization. The desire and ability to quickly learn and navigate through complex business processes and systems to accomplish objectives is critical. RESPONSIBILITIES: Work in partnership with identified key initiative business partners and project teams to assess, manage the design, development, and deployment of online and blended learning programs. This may include participating in UAT, pilots, etc. Capability to personally develop content, work with our internal Instructional Design team or with ID vendors to meet and exceed expected business objectives. Serve as content/program owner for a variety of learning programs initiatives. Schedule and deliver training, or coordinate with leadership, SMEs and project team as required. Work closely with LMS Administrator to set up workshop sessions and/or curriculums to align with implementation and business needs. Update or retire outdated materials, proactively engage SMEs for feedback, analyze usage and adoption, ensure right content-right audience-right time. As a result of feedback, recommend best practice learning approaches for implementation that will maximize expected outcomes. Analyze and communicate the metrics of learning effectiveness by using advanced Excel skills, or other, to provide feedback and recommendations to management for ongoing improvement. Leverage decision-making, critical thinking, and reasoning skills by proactively resolving problems while exhibiting professional, sound judgment, and leadership abilities. Keep a pulse on strategic objectives while maintaining knowledge of detailed critical paths of projects being developed through agile project development. Communicate ongoing timeline progress and status in relation to both due dates and dependencies for curriculum development and project success. Escalate risks to curriculum development and implementation ensuring a strong partnership with business partners and matrixed teams. COMPETENCIES, SPECIFIC SKILLS Outstanding organizational skills, attention to detail, project management skills and proficiency in prioritizing/reprioritizing tasks based on changing needs. Ability to quickly establish strong working relationships with all levels of personnel across multiple departments. Superior writing, communication, and presentation skills; ability to state issues in a concise, solution-driven manner. Ability to work under deadlines balancing multiple priorities, complete tasks to agreed time and quality standards. Ability to organize workflow to manage multiple projects and accomplish tasks with follow-through to completion. Strong Reporting and Excel skills. Experience working with IT departments and working on technology projects. Strong analytical and problem-solving capability, with an orientation towards continuous process improvement. Ability to analyze information quickly, develop curriculum outlines and draft training content. Ability to deliver virtual programs through platforms such as WebEx. Proficiency in Microsoft Office products, including Excel, Word, Outlook, and PowerPoint. Report development and analysis experience (Excel, PBI, etc.). Ability to follow designated approval processes for content review, including SME and Legal review. Ability to facilitate programs in person (i.e., Train-the-trainer, end user, etc.) required. Some travel may be required, up to 25%. PREFERRED EDUCATION and Skills BS/BA or Master's degree (or equivalent experience/certifications) in Instructional Design, Instructional Technology, Training and Development or related field preferred. Instructional Design experience: conduct needs analysis, create PowerPoint presentations for live and virtual training, using eLearning software, and writing job aids/user manuals. PREFERRED EXPERIENCE Working in Group and Broker insurance or B2B, is highly preferred. Insurance Sales, Operations, Call Center, or Claims, is highly preferred. Demonstrated ability to design learning solutions for eLearning and live virtual instructor-led experiences. Adult learning strategies, including agile online learning and rapid design principles. Project, change, and vendor management. The pay range for the role is $80,000 to $120,000. The specific offer will depend on an applicant's skills and other factors. This role may also be eligible to participate in a discretionary annual incentive program. Chubb offers a comprehensive benefits package, more details on which can be found on our careers website. The disclosed pay range estimate may be adjusted for the applicable geographic differential for the location in which the position is filled.