Chubb Life

8 months ago

Wellington City, New Zealand Chubb INA Holdings Inc. Full time

Job Requirements

This role is responsible for providing counsel and advice to the CEO, the New Zealand Board and the New Zealand Senior Leadership Team (SLT) on all aspects of human resources including organizational design and transformation, change management, compensation and benefits, employee relations, staffing, talent management and succession planning.
The GM - HR is responsible for leading a team of HR generalists and specialists aligned to the business strategies.

The role will report directly to the Chief Executive and will have a matrix reporting relationship to the Regional Head of HR for Chubb Life.

**Duties & Responsibilities**:
Strategy, Transformation and Execution
Provide strategic, proactive and timely HR advice to the CEO, SLT and Board to support the business strategies of Chubb Life.
Participate as an active member of the Senior Leadership Team, providing clear direction and advising on strategic people opportunities and challenges in addition to leading, encouraging and facilitating a safe, supportive and achievement-based environment, focused on delivering positive outcomes for our business and customers.
In conjunction with the CEO and SLT, cultivate and advance culture through strong leadership, standards, and a sense of belonging, enabling ownership and accountability at all levels of the organisation.
Lead a multi-focused set of initiatives to build wellness on a variety of fronts including physical, mental, social, financial and professional
Contribute to a multi-year HR roadmap that directly impacts the organization’s business goals, in partnership with Regional and Global Head of HR for Chubb Life.
Lead (where required) and participate in transformational business initiatives offering people tools, analytics and actions that drive results.
Be a steward of the business model with ongoing study of the key drivers of success and change. Proactively recommend opportunities to grow and enhance the current business model.
In conjunction with the SLT, lead change management efforts and establish strong stakeholder relationships. Build rapport to become a trusted advisor. Consult on change practices and levers to ensure all business initiatives are successfully implemented.
The role works closely with the Chair of the Board’s Human Resources and Remuneration Committee. The role provides the Board and HR and Remuneration Committee with both proactive and reactive information and analysis as required, as well as with strategic and tactical advice and recommendations in Board papers and in person at frequent meetings of the Board.
The General Manager Human Resources is responsible for the preparation, presentation, quality and integrity of information provided to the Board’s HR&R Committee.
As required by the CEO or the Board, participate in or lead other workplace initiatives.
Talent Acquisition and Retention
Lead a Talent Acquisition strategy for hires that attracts and retains exceptional colleagues who are deeply committed to the firm’s mission.
Ensure talent acquisition practices are contemporary and effectively fill open roles in a timely and cost-effective manner.
Contribute to building and delivering a company-wide employee value proposition, in connection with other enterprise efforts.
Leverage statistics/data dashboard to inform and develop actionable insights.
Work with Regional and Global Talent Acquisition and Talent & Development leads to develop engagement strategies through employee surveys, culture and leadership development that leads to high performance and retention of top talent.
Talent Management
In conjunction with CEO, SLT and Regional and Global Talent & Development, provide direction and priority as it relates to aligning talent to current and future competency needs.
Drive and support continued emphasis on talent and development initiatives and coaching for the organization to develop talent and succession pipeline.
Develop and execute a succession management plan for key leaders/positions in the organization.
Act as executive/performance coach with senior leadership team. Build trust and credibility that leads to open dialogue and leadership development. Facilitate the onboarding of new executives.

**Other Key Responsibilities**:
Manage Chubb Life NZ’s HR policies and standards in line with the Policy Governance Framework including the Remuneration, Health & Safety, Code of Conduct, Bullying, Harassments and Discrimination Prevention policies.
Ensure compliance with all legislative and regulatory requirements relating to people and employment, including RBNZ and FMA license requirements, and report any breaches as soon as they become known.
Direct the annual compensation and performance review process, ensuring merit, bonus and LTI pools are budgeted and dispersed under the company’s meritocracy philosophy.
Provide leadership to sensitive employee relations matters, set policies and practices that align with culture and values and use trends to

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