HR Intern supporting onboarding and office management for a team in Amsterdam's HR department. Gaining hands - on experience in a dynamic environment with a proactive approach.
About the role
- Senior HR Business Partner acting as liaison between HR and business leaders in North American Specialty functions. Shaping talent strategies and mentoring HRBPs to elevate HR impact within 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.
Benefits
- 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!
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