HR Talent Partner - Business Enablement

MSIG USA is the U.S.-based subsidiary of MS&AD Insurance Group Holdings, Inc., a global property and casualty insurance group. The HR Talent Partner – Business Enablement partners with senior executives to translate business strategy into enterprise talent strategies, leading organizational design, talent assessment, succession planning, leadership effectiveness, employee relations, investigations, and organizational effectiveness. The role also establishes scalable talent governance, advises on workforce planning and transformation, and uses talent analytics to support executive decision-making.

Responsibilities:

• Execute the enterprise talent strategy aligned with the company's long-term business objectives
• Partner with the CFO, CIO, Chief Claims Officer, General Counsel and Chief Audit Executive, and business leaders to identify talent priorities and organizational capability gaps
• Build integrated talent management framework connecting workforce planning, leadership development, succession, assessment, mobility, and performance
• Establish governance for talent reviews and organizational planning
• Establish a consistent strategic consulting model across all business units
• Become a trusted advisor capable of influencing senior leaders on organizational effectiveness, leadership capability, workforce planning, and change management
• Ensure consistent execution of enterprise people practices while allowing flexibility for business-specific needs
• Partner with business leaders to improve organizational effectiveness, productivity, and employee engagement
• Execute enterprise talent assessment philosophy, methodology, and governance
• Establish consistent processes for leadership potential identification and talent calibration
• Lead annual enterprise talent reviews and succession planning discussions with executive leadership and the Board, as appropriate
• Build succession pipelines for executive and critical roles
• Develop enterprise standards for internal mobility and leadership readiness
• Establish enterprise employee relations strategy, philosophy, and governance
• Partner with Legal, Risk and Compliance on sensitive, complex, or high-risk employment matters
• Oversee workplace investigations ensuring consistency, fairness, legal compliance, and timely resolution
• Develop policies and manager capability that proactively reduce employee relations risk
• Establish governance, policies, and practices around talent decisions to ensure consistency across business units
• Advise executives on organizational design, operating models, team effectiveness, and organizational health
• Lead organizational redesign efforts resulting from growth, acquisitions, restructuring, or strategic transformation
• Partner with executive leadership on workforce planning and organizational optimization
• Support enterprise change initiatives through effective organizational change strategies
• Serve as executive coach and trusted advisor to senior leaders
• Influence leadership decisions using organizational data, talent insights, and workforce analytics
• Foster leadership accountability for talent development and organizational health
• Develop enterprise talent dashboards measuring leadership pipeline health, succession readiness, internal mobility, engagement, turnover, and organizational effectiveness
• Use workforce analytics to identify emerging risks and inform executive decision-making
• Present talent insights and recommendations to executive leadership and the Board