MetLife

Position: VP, HR Business Partner – Financial Management Group, Global Risk Management and Internal Audit  

Location: 200 Park Ave, New York, NY, OR Bridgewater, NJ

Setting: Hybrid (3-days in the office)

Reports to: EVP & Chief HR Officer (CHRO) at MetLife

The Opportunity:

The Vice President, HR Business Partner for the Financial Management Group, Global Risk Management and Internal Audit is the lead HR Business Partner in supporting the MetLife Chief Financial Officer, Chief Risk Officer and Chief Auditor.  The incumbent will provide HR leadership, strategic consulting and guidance to these global, senior management teams. This position leads a group of HR Business Partners dedicated to these functions as well as Global Strategy and Enterprise Relationship Management and partners with management on issues related to the insurance industry, strategic workforce management, talent management, change management, operating model and organizational design/ development and plays a leading role in the delivery of all change affecting employees.  The incumbent will also partner closely with regional HR Business Partners to execute upon the global workforce strategies in a fit-for-purpose way.  In addition, this role will collaborate with HR centers of expertise to deliver in the areas of HR data analytics, compensation, learning and development, talent management and acquisition, diversity, equity and inclusion in support of business goals.

How You’ll Help Us Build a Confident Future (Key Responsibilities):

• Provide senior level partnership, advice, consultation and intelligence regarding organizational effectiveness to the business leaders and serve as Senior HR Business Partner in relevant leadership teams.
• Develop and implement a talent strategy that supports the achievement of overall business objectives. Stay abreast of the financial, technological, economic, geopolitical, and talent drivers of the business to effectively inform the initiatives necessary to drive results.
• Partner with the business to provide thought leadership, proactive advice and implementation of initiatives to enhance employee engagement and productivity.
• Analyze and present key metrics insights to address business results, goals and objectives and make recommendations to drive targeted actions to address areas of opportunity.
• Ensure policies, procedures and practices are implemented (defined and developed where appropriate) consistently and efficiently across the organization and that the organization is fully compliant with all aspects of the laws pertaining to employment in the workplace.
• Collaborate with HR centers of excellence and HR business partners across markets to execute the enterprise strategy, participate on cross-functional initiatives, and manage core HR deliverables.
• Partner directly and through direct reports with respective leadership team members to strengthen the leadership pipeline and succession planning efforts through coaching, consulting and L&D efforts.
• Lead, develop and coach direct reports to enable them to grow, deliver results and make a positive impact.  

 What You Need to Succeed (Required Qualifications):

• 10+ years of professional HR experience with a global function in a matrixed environment.
• 10+ years of working globally and familiarity with cultures outside of the US and non-US labor practices.
• Accomplished change management leader, able to operate effectively in a highly-matrixed environment and to exhibit the necessary influence with c-suite executives.
• Ability to build, maintain and influence relationships with senior management and HR leadership team members globally to broker services for clients and to participate positively and actively in the HR global network.
• Strong people management and team leadership skills with the ability to engage, coach and develop a team of HR professionals.  
• Strong critical thinking, problem-solving skills and judgement in support of senior management in working through a path to the delivery of goals & initiatives as it relates to people.
• Strong quantitative measurement, budgeting, and management reporting and analytical skills with the ability to translate data into insights to drive decisions.  

Key Stakeholders: CFO, CRO and Chief Auditor and their leadership teams, Heads of HR for Centers of Expertise, Regional HR Business Partners