HR Business Manager P&C

The role acts as a bridge between business priorities and HR stakeholders, driving organizational and transformation initiatives in an international environment.

GHRBP Partnership & Business Support

• Act as a key partner to the GHRBP, supporting the development, coordination and execution of the people agenda across the relevant global COMEX perimeter.

• Develop a strong understanding of the business strategy, operating model, workforce and organizational priorities to provide effective support to the GHRBP.

• Help translate business priorities and GHRBP direction into clear HR actions, deliverables, timelines and stakeholder responsibilities.

• Support the GHRBP in preparing for key business and HR discussions, including COMEX meetings, talent reviews, organizational discussions, compensation decisions and workforce planning.

• Prepare briefing materials, presentations, workforce analyses, dashboards and recommendations to enable effective GHRBP and leadership decision-making.

• Maintain oversight of key HR priorities and commitments across the perimeter, ensuring decisions and actions are appropriately documented, coordinated and followed through.

• Anticipate upcoming people priorities, key milestones and potential areas of risk, escalating matters to the GHRBP where appropriate.

• Coordinate inputs from Regional HR teams, Centres of Excellence, HR Operations and other stakeholders to provide the GHRBP with a consolidated global view.

• Act as a point of coordination between the GHRBP and the broader HR organization, facilitating communication, alignment and timely execution.

HR Projects, Organizational Change & Transformation

• Support the GHRBP in the deployment of Group HR projects and transformation initiatives across the relevant COMEX perimeter, including performance management, compensation, talent, organizational and workforce initiatives.

• Translate Group HR programs and GHRBP priorities into structured implementation plans appropriate to the business and geographic context.

• Coordinate reorganizations and organizational changes in partnership with the GHRBP, Regional HR teams and relevant Centres of Excellence.

• Manage project plans, milestones, dependencies, risks and decision points, providing the GHRBP with visibility of progress and areas requiring intervention.

• Coordinate stakeholders across businesses, functions and geographies to support consistent and timely implementation.

• Identify differences in business, functional or country requirements and work with the GHRBP and relevant HR teams to determine appropriate solutions while maintaining overall Group consistency.

• Support stakeholder engagement and change management activities, including communication planning, implementation materials and manager guidance.

• Coordinate and support workshops, calibration sessions, steering committees and governance meetings, including preparation of materials and tracking of decisions and actions.

• Monitor implementation, adoption and outcomes, highlighting risks or gaps and recommending appropriate follow-up actions.

• Draft executive communications, change materials, guidance documents and implementation tools in support of GHRBP priorities.

• Talent, Performance, Compensation & Workforce Support

• Support the GHRBP in coordinating annual and ongoing HR processes across the relevant COMEX perimeter, including performance management, talent reviews, succession planning, compensation reviews and career discussions.

• Coordinate timelines, inputs and deliverables across Regional HR teams and Centres of Excellence to support consistent implementation.

• Prepare talent, workforce and compensation analyses and materials for GHRBP and senior leadership discussions.

• Support the preparation and coordination of talent and succession reviews, including consolidation of inputs, tracking of actions and follow-up with relevant stakeholders.

• Assist with workforce planning and organizational analysis by consolidating data and identifying trends, risks or areas requiring further review.

• Maintain appropriate trackers and reporting to provide the GHRBP with visibility over key people actions and priorities.

• Support follow-through on agreed talent, succession, performance and organizational actions.

HR Data, Reporting & Executive Materials

• Consolidate and analyze HR and workforce data to provide the GHRBP with accurate and timely insights.

• Prepare decision-ready dashboards, presentations, briefing materials and executive summaries for HR and business governance forums.

• Maintain trackers supporting organizational, talent, compensation, workforce and other key HR priorities.

• Coordinate data collection and validation across HR teams and follow up on data quality issues as appropriate.

• Identify relevant workforce trends, risks and inconsistencies and bring these to the attention of the GHRBP.

• Ensure HR documentation and reporting are accurate, timely and aligned with Group HR standards.

• Support the GHRBP in responding to ad hoc business, workforce and organizational information requests.

Stakeholder Coordination

• Build effective working relationships across Group HR, Centres of Excellence, HR Operations, Regional and Local HR teams and relevant business stakeholders.

• Facilitate coordination between the GHRBP and HR stakeholders to ensure priorities, roles, responsibilities and timelines are understood.

• Follow up with stakeholders on agreed actions and deliverables, escalating issues to the GHRBP where necessary.

• Support consistent communication between global and regional HR teams and help identify and resolve gaps or dependencies.

• Influence stakeholders without direct authority to maintain momentum and support timely delivery.

• Facilitate workshops, working sessions and governance discussions where required.

Operational HR Support

• Support consistent application of Group HR policies, processes and guidelines across the relevant perimeter.

• Coordinate with Regional and Local HR teams on day-to-day HR matters requiring GHRBP visibility or involvement.

• Support managers and HR colleagues with performance management, talent, career and employee-related matters within the appropriate governance framework.

• Facilitate communication and coordination between local stakeholders, Regional HR teams, Centres of Excellence and Group HR.

• Support employee lifecycle and HR administrative activities where required, while ensuring appropriate ownership remains with the relevant HR teams.

Required experience & competencies

Skilled by experience

Required Education 

HR Degree (desired)

As a leading global reinsurer, SCOR offers its clients a diversified and innovative range of reinsurance and insurance solutions and services to control and manage risk. Applying “The Art & Science of Risk,” SCOR uses its industry-recognized expertise and cutting-edge financial solutions to serve its clients and contribute to the welfare and resilience of society in around 160 countries worldwide.

Working at SCOR means engaging with some of the best minds in the industry – actuaries, data scientists, underwriters, risk modelers, engineers, and many others – as we work together to find solutions to pressing challenges facing societies.

As an international company, our common culture is defined by “The SCOR Way.” Serving both to build momentum that drives the Group forward and as a compass to guide our actions and choices, The SCOR Way is anchored by five core values, reflecting the input of employees at all levels of the Group. We care about clients, people, and societies. We perform with integrity. We act with courage. We encourage open minds. And we thrive through collaboration.

SCOR supports inclusion and the diversity of talents, and all positions are open to people with disabilities.