Regional Human Resource Business Partner

Company Name:
The Wellington Group, Inc.
The Regional HR Business Partner for the Western Region will provide both overall strategic HR leadership and hands on day-to-day support to the region. This position requires excellent business partnering, change management, and organizational development skills. The successful candidate will implement best practices and will use measurement tools and analytics to drive and support decision making. A strong understanding of practical and applicable organization processes and structures, combined with human resource expertise is critical. This position will report directly to the Western Region Manager with a dotted-line reporting relationship to the company VP Human Resources.

Specifically, the Regional HR Business Partner-Western Region is responsible for:
Provide the overall leadership and development of world-class human resource programs aligned with the Region's mission, values and strategic goals.
Cultivate strategic internal customer relationships, working across branches, division, field staff and corporate support to partner and influence at all levels.
Design new and enhanced processes for improving the investment in human capital. Particular emphasis will be placed on development of the sales force and Branch Management talent as well as workload analytics to drive staffing level assessments.
Drive performance management and a pay for performance culture; proactively manage problem areas and key issues.
Manage compensation practices throughout the region including executive compensation, sales compensation and benchmarking/surveying to market.
Working with the Director Talent Development, take an active part in talent management strategy development and deployment; establish proactive employee lifecycle talent management programs (assessment & selection, on-boarding, development, retention, career launch, Intern program etc.), as well as on formalized succession planning and talent review.
Work closely with the Western Regional Manager on critical development programs like EDGE and their Intern Program.
Working with the company's VP HR, and Director Talent Development conduct training needs assessment and advise on core curriculums and leadership opportunities.
Working with management, develop a regional recruiting/staffing strategy for key positions delivering qualified candidate slates on time and in the most cost effective way. Extreme emphasis will be placed on the ability to identify and recruit for mid-career and senior level sales producers and potential M&A candidates.
Support the Western Region Manager and CFO on key regional initiatives and this may include oversight and management of direct staff and other various staff functions.
Manage day-to-day employee relations; maintain knowledge of legal requirements and government reporting requirements and regulations affecting human resources and proactively ensure business practices are in compliance. Provide support to the HR contacts within the region on a daily basis.
Participate and lead HR M&A activities and integration for the Western Region.
As part of the company human resources team, collaborate and participate in corporate-wide human resources initiatives.
25-30% travel throughout the Western Region is required.

A degree in human resources, organizational development or related field. A post graduate degree is a plus.
Ten years relevant experience as an HR leader in a world class organization, with experience in performance management, change management and management development and training. Strong knowledge of and ability to implement organizational best practices. Previously HR leadership in financial services and particularly experience with supporting the sales function is a plus.
Knowledge of online performance management and business reporting HRIS such as Oracle and Cognos; proven ability to use analytics to drive decision making.
Strong familiarity with employee relations, as well as knowledge of legal requirements and government reporting requirements and regulations affecting human resources.
Demonstrated strategic ability and analytical skill, with the ability to be a visionary who can act to innovate and contribute tangibly and measurably to the growth of the business.
Proven success in executing against strategy, with an eye towards cost-effectiveness and return on investment.
Experience with mergers, acquisitions and integrations helpful.
Excellent interpersonal skills, with an ability to inspire trust and confidence with stakeholders at all levels. Proven success working cross-functionally in an organization. Must have strong communication skills, both verbally and written word.
Demonstrated leadership talent, with the ability to motivate all levels of employees by virtue of keen business acumen, excellent judgment, professional competence, credibility, flexibility, and personal integrity.
Proven success in managing, organizing and/or completing multiple tasks and priorities.
Creativity and resourcefulness, with a bias toward well-informed action.
Previous experience in the insurance industry is considered a plus.

Competitive compensation and benefits.

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