The Head of Talent and HR Business Partner Transformation is a senior HR leader responsible for designing and executing enterprise-wide strategies that attract, develop, engage and retain talent in addition to driving operating model optimisation and transformation of the Talent and Business Partnering functions.
Reporting directly into the CHRO, this role combines strategic talent management and business partnering expertise with transformation leadership — enabling the organization and HR team to evolve its capabilities, culture, and leadership to deliver long-term business scalability.
As part of the HR Leadership team, you will work closely with the CHRO, the rest of the HR Leadership Team and HR business partners, shaping, reviewing and implementing programs, policies and practices that ensure the company has the right people, skills, and mindset to succeed in a rapidly changing and business growth environment.
Role responsibilities:
* Lead strategic change initiatives that support business transformation, cultural evolution, and operating model redesign in the talent and HR business partnering space.
* Review the current HRBP operating model, capability and ways of working to identify gaps and inefficiencies and lead the transformation to a clear, value-adding and scalable HR function aligned with Centres of Excellent (CoE’s) and HR Shared Services.
* Review, redesign and embed an effective HR Business Partner model and operation that enables the business strategy, supports leaders and deliver consistent, high-quality people outcomes.
* Partner with executive sponsors on key HR programs and define and track metrics to measure change readiness, impact, and overall Talent and HRBP effectiveness.
* Owns and shapes the long-term people capability strategy through strong thought leadership with the Group Executive.
* Define and execute the enterprise-wide Talent Strategy, aligned to business goals and the company’s future capability needs with a strong understanding of the need for return on investment.
* Review, optimize and embed key talent related policies and procedures ensuring global consistency with local tailoring and alignment with overall business strategy.
* Lead development, succession planning, and talent programs to build a sustainable leadership pipeline.
* Oversee global processes for performance management, career development, and learning strategy.
* Embed a culture of continuous learning and development across all levels of the organization
Talent Analytics and Workforce Planning
* Participate in the development of data-driven insights to inform talent decisions.
* Partner with HR Business Partners and Finance on strategic workforce planning — identifying future capability gaps and building plans to close them.
* Monitor and report key talent metrics, ensuring alignment with enterprise KPIs
* Drive enterprise-wide and HR team focused initiatives related to talent, culture, engagement and organizational effectiveness.
* Support M&A-related HR integration programs where relevant.
* Promote a culture of collaboration, accountability, and continuous improvement.
Leadership & People Development
* Support the CHRO in leading an engaged and high-performing HR and Talent team.
* Model inclusive, transparent, change oriented and values-driven leadership.
Experience & Qualifications:
* 15+ years’ experience in HR Business Partnering with a strong Talent focus.
* Material experience in culture, strategy and driving change from a business partner perspective.
* Strong experience of HR operating model transformation projects.
* Demonstrated experience partnering with key stakeholders, including C-suite executives and influencing at all levels.
* Strong strategic thinking and problem-solving skills, with a track record of driving and delivering measurable business outcomes.
* Excellent organizational and project management skills, able to manage multiple priorities.
* Outstanding written and verbal communication abilities, including executive-level presentation skills.
* Proven discretion in managing confidential and sensitive information.
* Pension (Enrolment is automatic on joining with a 10% employer contribution)
* Dental Insurance (This is an optional taxable benefit available to employee, spouse, and dependents)
* Medical Insurance (This is an optional taxable benefit available to employee, spouse, and dependents through a private health network)
* Travel Insurance (As an employee you are automatically enrolled with business and leisure travel insurance with single, couple, family, or single parent family coverage options.)
* Eligible company funded annual 360 Health Assessment.
* Voucher for free annual eye examination.
* Option to loan a bicycle and safety equipment tax free.
* Wellness Reimbursement program (up to 700 pounds annual reimbursement for wellness related expenses, i.e, gym memberships, massage, etc.).
* Tusker – Electric Vehicle (A fixed monthly amount is taken directly from your gross salary and, in return, you get the use of a brand new electric car.).
* Optional Critical Illness coverage
* Automatic coverage provided by income protection programme
* Access to Employee Assistance Programs (EAP) for health and wellbeing
Who we are:
We are a trusted global re/insurance group and the leading provider of retrospective solutions, with specialist underwriting capabilities. We help our clients manage risk, unlock capital and create the financial freedom to grow. With operations across the world’s major insurance hubs and a global network of close to 800 talented professionals, we bring expertise and fresh thinking to some of the industry’s biggest challenges.
For more information about Enstar, visit our website: www.enstargroup.com.
For more information about careers at Enstar, visit our LinkedIn Life page or visit our careers site
Why Enstar:
Learning and development are a fundamental part of every employee's career journey with Enstar. Supporting growth and career progression is key to how we engage our people - helping them to learn, grow and succeed at Enstar.
We offer a range of initiatives and resources to support our people throughout their careers:
* Professional Qualifications and Study Support: We support employees who wish to take professional qualifications aligned to their role and career development.
* Training, Conferences & Seminars: As a global organisation, we work with many professional bodies to provide access to training programmes, conferences, seminars and continuing professional development (CPD) opportunities.
* Digital Learning Hub: Our digital learning hub, LinkedIn Learning, offers a wide range of self-serve resources, including courses, videos, eBooks, and audio books, to help employees build news skills and deepen their knowledge.
We also invest in physical, mental and financial wellbeing initiatives for our employees. Supportive teams, inspiring work and a positive working environment all contribute to our collective wellbeing. Beyond the workplace, we strive to make a positive influence in our communities and to continuously reduce our impact on the environment.
Enstar Inclusivity Policy:
Our annual Inclusivity Index puts Enstar ahead of the industry in terms of promoting an inclusive and welcome working environment. We’re an equal opportunity employer and believe that our inclusive environment creates an authentic working culture. We don’t discriminate on the basis of age, physical or mental disability, gender reassignment, marriage and civil partnership, pregnancy and carer status, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation. Enstar is committed in providing an accessible recruitment experience for all those interested in working with us. Please let your Enstar Recruitment Partner know if you require any reasonable accommodation during the application process due to a disability to enable you to fully participate in our recruitment process.
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