VP HUMAN RESOURCES

At OneAmerica, we deliver on promises when customers need us most. We believe the best way to serve our customers is to know that every individual, employee, family and business we work with has unique personal and financial goals. We keep our promises, so we can help them achieve their goals and realize their definition of financial success.

Job Summary

This position is responsible for developing and executing the strategy for the Human Resources Business Partner (HRBP), Associate Relations, and Corporate Security functions. In addition to HRBP responsibilities for business lines (detailed below), the VP is also responsible for providing leadership and building capabilities within the HRBP team, and to collaborate with other HR functional leads to ensure the HR department delivers on its strategic plan. The VP will also lead the corporate security practice in developing programs, processes, and standards that proactively facilitate the implementation and delivery of risk mitigation efforts, safety protocols, training/ education, policy enforcement and compliance for the enterprise. The VP will lead the team with Empowerment with Accountability behaviors and holds leaders and associates accountable to individual development and goal plans.

Primary duties include but are not limited to:

HR business partners (HRBPs) work closely with a business unit's senior leaders to ensure the HR strategy is aligned with the business strategy. HRBPs are responsible for ultimately developing human capital strategies based on business needs which requires involvement of HR at a senior level and at an early stage in the business planning process. HRBPs must collaborate, consult and make recommendations with internal clients (leaders at all levels of the organization) on HR matters including change management, organizational development, performance management, leadership development and support of HR processes, policies and procedures. The HRBP is the HR point of contact for these leaders and is therefore the channel that members of a division will use to communicate and collaborate with other HR functional areas. HRBPs collaborate with other HR functions (including talent acquisition, talent management, compensation & benefits, associate relations, etc.).

Strategic Partner

• Develops & aligns strategies with business and across HRBP team
• Contributes to management team's strategic decisions through use of consistent data
• Fosters systems thinking, customer focus
• Crafts and implements enterprise-wide strategies to chronic challenges
• Develops the next generation of leaders
• Understands the talent needs of the business
• Adjusts HR strategies to respond to changing business needs

Policy Management

• Measures and monitors existing policies & procedures
• Supports the OneAmerica way and culture through recommendations, actions and words
• Tracks workforce trends inside and outside OneAmerica
• Designs HR programs to support organizational culture
• Keeps the division updated on HR initiatives

Emergency Responder

• Ensures issues are resolved quickly
• Helps move manager/associate conflicts to timely resolution

People Management

• Creates appropriate solutions to individual associate challenges
• Models collaboration skills throughout organization.
• Manages conflict between managers/associates
• Helps build workforce commitment & engagement
• Ensures fair, ethical, and equitable people processes and practices

Change Agent

• Understands the organization's culture and what is effective and what is ineffective
• Ensures organizational change management model is considered and executed appropriately throughout the HRBP team
• Consultant in organizational effectiveness
• Assists division managers to lead and facilitate change
• Enhances management development

Essential Functions:

• Leading the HRBPs by leading the organization (managing change, problem solving, setting vision, managing the work), leading self (ethics, integrity, drive, purpose, increasing self-awareness), and leading others (communicating effectively, developing others, valuing differences, managing team).
• Forms and maintains strong collaborative relationships with all levels of leaders in assigned area, and specifically with senior leaders.
• Formulates partnerships across the HR function to deliver effective, efficient and consistent service to clients that reflect the business objectives of the enterprise.
• Designs, implements and monitors a variety of human resources-related programs by analyzing trends and metrics.
• Anticipates and plans for long-term human capital needs and trends in partnership with assigned business unit and enterprise.
• Interprets internal or external business issues and recommends solutions/best practices
• Identifies top talent within the organization in partnership with business leaders.
• Coaches and mentors business managers into people managers
• Develops workforce capabilities that include workforce planning, succession planning, workforce development, training needs assessment and skills gap analysis.
• Communicates in an engaging way and consult visibly with line management.
• Works closely with management and associates to drive engagement

Competencies

• Leadership - skills and behaviors that contribute to superior performance including skill development, managing change, solving problems and making decisions, and managing the work.
• Business Acumen - Strong understanding of overall business mission and strategy. Aligning the business unit objectives with the human capital strategy.
• Communication - to articulate perspectives in an engaging way
• Confidence - to assert perspectives on people issues in a way that is perceived to add value to overall business objectives - even if it proves unpopular.
• Consultative - understanding of how to work with and be proactive in an environment of continuous change and to facilitate the changes the business unit aims to achieve while maintaining change management principles.
• Analytical - ability to use data to provide leaders with information to guide them in strategy and decision making.
• Collaboration - ability to deliver business outcomes through making best use of HR functions and resources both inside and outside of HR department.
• Insightful - Assesses and anticipates HR-related needs, clarity with how HR priorities fit with business priorities.

Job Requirements

Required Education and Experience

• BA/BS degree required; advanced degree preferred
• HR certification or plan to attain required
• 5+ years leadership experience leading HRBPs or similar level of HR professionals
• 10+ years HRBP, HR generalist or specialist experience with trend of increasing responsibilities
• Or any combination of education and experience which would provide an equivalent background

Specialized depth or breadth of expertise in HR disciplines including:

• Compensation practices
• Organizational development
• Employee relations
• Diversity & inclusion
• Performance management
• Change management
• Human resources data analytics/interpretation
• Local, state & federal employment laws
• Financial Services experience preferred
• Professional certification preferred

Salary Band: 11B

This selected candidate will be expected to work hybrid in Indianapolis, IN. The candidate will also be expected to physically return to the office in CA, WI, IN or ME as business needs dictate or for team-building and collaboration.

If you are offered and accept this position, please be advised that OneAmerica does not have any offices located in the State of New York and OneAmerica associates are not permitted to work remotely in the State of New York.

Disclaimer: OneAmerica is an equal opportunity employer and strictly prohibits unlawful discrimination based upon an individual's race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, mental/physical disability, medical condition, marital status, veteran status, or any other characteristic protected by law.

For all positions:

Because this position is regulated by the Violent Crime Control and Law Enforcement Act, if an offer is made, applicants must undergo mandated background checks as a condition of employment. Such background checks include criminal history. A conviction is not necessarily an absolute bar to employment. Consistent with applicable regulatory guidelines and law, factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered.

To learn more about our products, services, and the companies of OneAmerica, visit oneamerica.com/companies.