VP Human Resources Business Partner Insurance

March 16, 2021
San Antonio, TX
Job Type


The VP, HR Business Partner - Insurance is responsible for management and delivery of Human Resources strategies, issues and needs of the Insurance line of businesses (Property and Casualty Company and Life Insurance Company). This executive serves as a key advisor to the leadership team on the development of its future leaders and ensuring that the organization has the right ready-now talent to continue its legacy of success. This role collaborates with the business leaders and provides thought leadership in formulating and influencing the strategic plans for the organization with a focus on the selection, development, recognition, and effective utilization of talent ensuring alignment with compliance, risk, and regulatory requirements. They are expected to help influence the most progressive HR strategies and solutions, with an overall objective being the realization of business objectives, accelerating cultural transformation, enabling people success, and improving compliance. Identifies, manages and remediates workforce risk, as well as confirms regulatory compliance as it relates to recruiting, performance management, merit and bonus programs, workforce and/or HR issues within the Insurance LOB’s.

Managerial Responsibilities 

  • Role models the company’s mission, core values, culture and inclusion – including a sound risk culture
  • Leads the design and execution of Insurance LOB’s HR strategy, considering broader business strategy and complex regulations and nuanced supervisory expectations, including how they apply in a matrixed commercial environment
  • Demonstrates an ability to manage and improve HR processes that fit the organization, the P&C and Life company, support cultural initiatives including talent assessment and planning, organizational design and development, performance management, employee retention and learning strategy.
  • Ensures the HR team collaborates with the appropriate HR areas of expertise to create and implement solutions which address business concerns that positively impact business goals while remaining compliant.
  • Develops talent on the Insurance LOB HR teams and throughout the P&C and Life Company and leads the continuous talent review processes that serve to strengthen the executive bench and expand leadership capacity
  • Partners with the Insurance LOB Presidents on organizational design and development of the executive team as well as pivotal positions within the organization
  • Ensures collaboration with key business leaders and senior management in the development of business strategy
  • Oversees the design of HR strategies and programs that align with business objectives
  • Anticipates future business needs, assesses changing workforce and business directions, analyzes emerging trends, and seeks opportunities to develop or expand programs in support of strategic business objectives
  • Scale staffing capability through the staffing adequacy and skills review processes with a consistent commitment to equal opportunity and flexibility to adjust processes that meet the varying compliance and regulatory requirements unique to the P&C and Life company
  • Demonstrates the ability to attract and recruit top talent, motivate others, delegate effectively, celebrate diversity within the team and manage performance; widely viewed as a strong developer of others
  •  Demonstrates the ability to effectively balance the desire/need for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implementation plans that are achievable and successful
  • Self-Reflective; leads by example and drives the organization’s performance with an attitude of continuous improvement by striving to improve HR processes and systems

Technical and Risk Responsibilities            

  • Identifies and manages existing and emerging risks that stem from business activities and the job role
  • Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled
  • Follows written risk and compliance policies and procedures for business activities
  • Influences and executes the HR strategy, considering broader business conditions, the P&C regulatory environment and the nuances of a highly matrixed environment
  • Applies knowledge of state, federal and international employment laws and regulations associated with key functional areas such as recruiting, employee relations, compensation and benefits to provide consultation through the oversight and execution of human resources strategies and programs
  • Manages the insurance line of businesses (P&C and Life) HR team by providing guidance and oversight to programs, strategies, and initiatives that impact the short- and long-range health and protection of employees
  • Takes accountability for compliance with HR relevant laws, regulations, and standards and provides direction and leadership to Human Resource Business Partners on policy interpretation, risk mitigation or compliance of HR-related regulatory or legal requirements
  • Operates within established HR policies and guidelines, and acts in accordance with applicable laws, regulations, and supervisory guidance. Also ensures policy exceptions are promptly and effectively assessed and escalated
  • Collaborates with the HR areas of expertise to implement business solutions that positively impact business goals while remaining compliant
  • Demonstrates executive level thought leadership, strategy development, and financial and operational planning and applies HR subject-matter-expert knowledge to lead subordinate teams in producing HR deliverables in support Insurance LOB initiatives

Governance Committees 

Interacts with or participates in enterprise governance committees, such as:

  • Executive Council
  • P&C Senior Management Committee
  • P&C Steering Group
  • P&C Risk Council


  • Bachelor’s degree is required
  • Advanced degree such as MBA or MA/MS in Human Resources is preferred


  • 12 years of experience in Human Resources with a proven track record leading HR initiatives, such as performance management, succession planning, leadership development, etc. and supporting senior level leadership in a large company/complex organization structure is required
  • 8 years of people leadership experience in building, managing and/or developing high-performing teams is required
  • 8 years of relevant experience in an insurance company in a senior staff role within an HR department is preferred
  • Extensive knowledge in all functional human resources areas including recruitment, employee relations, compensation, benefits, talent and performance management, training and development, and employment compliance/legal issues with experience in the Insurance industry
  • Comprehensive knowledge of general HR practices specifically with a deep understanding of how those practices apply to a large Financial Institution or Insurance Company
  • Experience aligning people and business strategies and delivering solutions across the organization

Regulatory Understanding*

Demonstrated understanding of the full spectrum of regulatory actions, including examinations and other supervisory engagement and processes, such as:

  • OCC rules and regulations, including Heightened Standards guidelines
  • CFPB supervisory expectations for consumer protection rules and regulations
  • Knowledge of OFCCP regulations and Affirmative Action Plans
  • Title VII, Americans with Disabilities Act, USERRA, Equal Pay Act or other Equal Employment laws and regulations
  • Applicable federal and state labor, compensation, wage and hour laws and regulations such as Fair Labor Standards

*Regulatory understanding is for illustrative purposes. Roles would need an understanding of all federal and state laws and regulatory guidance applicable to the organization and responsibilities of the role.


  • Advanced relative Industry certifications are preferred 
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