Executive Director, HR Business Partner, UK, CE and COO

You desire impactful work.
 

You’re RGA ready

RGA is a purpose-driven organization working to solve today’s challenges through innovation and collaboration. A Fortune 200 Company and listed among its World’s Most Admired Companies, we’re the only global reinsurance company to focus primarily on life- and health-related solutions. Join our multinational team of intelligent, motivated, and collaborative people, and help us make financial protection accessible to all.

A Brief Overview
This Executive Director HR Business Partner plans, leads, and manages forward thinking HR strategies and initiatives for Continental Europe, the United Kingdom business markets, and the Administration function of RGA EMEA. This role provides strategic leadership to these three senior leadership teams by developing market driven talent strategies, coaching the people leaders to drive performance and grow talent, and drives cultural priorities and interventions that increase employee engagement and create a business impact.  This position the business drivers and issues and creates solutions that address current and future needs.  This position collaborates closely with HR centers of excellence and regional HR people partners to source talent solutions relevant to regional business needs.  This role is a strategic partner and advisor to the Managing Director of the UK market, the Managing Director of the Continental Europe market, and the Chief Operating Officer of EMEA.  The role leverages global talent processes such as succession planning, the annual goal and performance appraisal process, talent reviews to drive a culture of performance, inclusion, and accountability within the workforce.    This position is an active member of three senior leaderships and must effectively navigate priorities of multiple stakeholders. 

Per the directive of the VP of HR for EMEA, this role develops and leads Human Resources objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a high performing workforce. Resolves complex problems and integrates work across broad groups or geographies. Works independently although, may lead project teams or initiatives.

What you will do

• Acts as a trusted advisor to senior stakeholders on people-related risks and opportunities
• Develops HR strategies aligned to business strategies, provides resources and builds relationships that focus on mission/objectives to drive business growth, including strategic work force plans and multi-year talent strategies. 
• Leverages data and analytics, technology, and business acumen: extracts data from various HR systems, integrates data from multiple sources, and leverages various data visualization and graphing methods to extract meaning and trends. Uses effective storyboarding to develop compelling narratives from data to influence strategic business decisions.
• Plans, leads, and manages forward-thinking HR initiatives that accelerate the strategic business objectives for assigned business groups.
• Provides strategic leadership and expertise in implementing HR initiatives to align the people capabilities with the business strategies, understanding the business issues creating solutions that address current and future needs. 
• Translates the business strategies to guide leaders and HR peers in building and implementing their functional people strategy aligned to global RGA strategies (philosophies, programs, initiatives) always balanced with local customs and regulations.
• Provides guidance to HR peers across regions and functions and seeks input on implementation of functional people strategies and ensures alignment to functional strategy within regions  
• Provides HR support and consultation to leadership. Acts as a resource in resolving actual or potential problems. Collaborates and partners with HR COE to provide a broad range of consultative services to leaders regarding Succession and Leadership Development, Talent Management, Recruitment and Reward, Organizational Development and Change Management, etc
• Identifies opportunities to effectively drive change, balancing RGA’s culture, it’s mission, vision and core values with future business strategies and needs
• Support leaders in forecasting and planning their talent pipeline requirements in line with the function/business strategy
• Works as a key member of each functional management team as a trusted advisor. Additionally, acts as the single point of contact for the top functional managers, navigating the global HR organization to identify the resources needed to find required solutions.
• Acts as a performance consultant, educating and supporting managers with analysis of performance gaps, identifying, and linking to future workforce planning needs, and recommending and/or implementing solutions/tools to enhance individual, team and/or organizational effectiveness, performance and engagement.
• Maintain knowledge of progressive HR practices and key trends

Coverage:

•  (150 – 250)
• Global Function across multiple regions or at least 2 multi-markets
• BU Revenue or Profitability of revenues in excess of US $250M OR have sustained profits of at least $25M

Qualifications

Required:

• Bachelor’s Degree or equivalent related work experience
• 12 years of related experience
• Second language related to geographic placement (Outside US)

Preferred:

• MBA, Master’s Degree in Human Resources or Organizational Development or similar
• PHR/SPHR certification or other HR professional bodies related to geography served
• Insurance or Financial Services experience
• Previous experience working in a global, matrix organization, preferred

Competencies, Skills and Abilities

• Consultation: Identifies opportunities for improving business functions and processes. Provides guidance to organizational stakeholders in making strategic business decisions. Develops and executes solutions to business challenges in alignment with organizational goals. Manages, facilitates, and/or support projects from concept to completion, within scope, budget, timelines, and resource constraints. Identifies, monitors, assesses, reports, and mitigates potential risks to business decisions and situations.
• Strategic Business Partnerships: Demonstrates understanding of talent analytics. Handles, analyzes, interprets, and communicates data effectively and responsibly to drive business outcomes. Extracts meaningful information from a variety of data sources to guide business and HR decisions. Builds a narrative using data and visualizations from data analysis to drive HR and strategic business decision-making.
• Decision Analytics: Demonstrates understanding of talent analytics. Handles, analyzes, interprets, and communicates data effectively and responsibly to drive business outcomes. Extracts meaningful information from a variety of data sources to guide business and HR decisions. Builds a narrative using data and visualizations from data analysis to drive HR and strategic business decision-making.
• Change Champion: Supports and coaches leaders and managers in successfully steering and facilitating their teams through both planned and unplanned change by engaging the team members to effectively increase awareness, acceptance, and adoption as employees transition behaviors from current state to future change state. Assesses and aids in shaping organizational and team culture. Demonstrates understanding of what impacts attitudes and behaviors towards the organization and employees’ day-to-day experiences.

General Business Core Competencies:

• Advanced knowledge and experience in HR policy & program development and implementation
• Highly advanced oral and written communication skills in English (or other country specific language), including presentation skills, demonstrating the ability to convey information in a way that is meaningful and well received by stakeholders and team members.
• Expert ability in implementing change within an organization, ensuring understanding, participation, and ownership.
• Highly advanced investigative, analytical and problem-solving skills
• Expert ability to balance detail with departmental goals/ objectives
• Advanced skills in customer relationship management and change management
• Highly advanced ability to translate business needs and problems into viable/ accepted solutions
• Highly advanced ability to manage multiple projects and/or teams simultaneously
• Highly advanced ability to make timely and effective decisions and produce results through strategic planning and the implementation and evaluation of programs and policies.
• Highly advanced ability to adapt new methods, work under tight deadlines and stressful conditions.
• Highly advanced ability to liaise with individuals across a wide variety of operational, functional, and technical disciplines
• Highly advanced persuasion and negotiation skills when working with internal/external customers to resolve issues/problems
• Advanced ability to translate HR philosophies, terminology, and methods into understandable actions
• Advanced Word, Excel, and PowerPoint skills   
• Advanced skills in recruitment software, or other related software
• Knowledge leveraging Workday or other HR technology system related software
• Advanced Word, Excel, and PowerPoint skills

What you can expect from RGA:

• Gain valuable knowledge from and experience with diverse, caring colleagues around the world.

• Enjoy a respectful, welcoming environment that fosters individuality and encourages pioneering thought.

• Join the bright and creative minds of RGA, and experience vast, endless career potential.