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New York, New York, United States
Hybrid
This is your opportunity to join AXIS Capital – a trusted global provider of specialty lines insurance and reinsurance. We stand apart for our outstanding client service, intelligent risk taking and superior risk adjusted returns for our shareholders. We also proudly maintain an entrepreneurial, disciplined and ethical corporate culture. As a member of AXIS, you join a team that is among the best in the industry.
At AXIS, we believe that we are only as strong as our people. We strive to create an inclusive and welcoming culture where employees of all backgrounds and from all walks of life feel comfortable and empowered to be themselves. This means that we bring our whole selves to work.
All qualified applicants will receive consideration for employment without regard to any protected characteristic, including age, color, disability, ethnicity, gender identity, marital status, national origin, pregnancy, race, religion, sex, sexual orientation, veteran status, or any basis prohibited by the laws that govern its operations.
This role designs and drives AXIS's talent management and workforce readiness agenda in partnership with HR and business leaders, ensuring the organization has the leadership, skills, capabilities, and talent required to deliver business priorities today and in the future. You will establish and continuously improve the frameworks, processes, and insights that support performance, talent, succession, and workforce decisions across the organization. This is a talent management role with a workforce readiness component; learning and development experience alone will not meet the requirements. Success will be measured through stronger leadership pipelines, improved workforce readiness, effective talent decisions, and the organization's ability to build the capabilities needed for future growth.
· You will design, drive, and continuously improve AXIS's core talent management processes, including goal setting, performance management, talent reviews, assessments, succession planning, and development planning. You will establish clear frameworks and governance that support high-quality talent decisions and stronger leadership pipelines.
· You will drive workforce readiness efforts by helping the business understand the leadership, skills, capabilities, and talent needed to deliver future priorities. You will assess workforce gaps, use internal and external talent intelligence, and identify actions to build, buy, borrow, reskill, redeploy, or automate capabilities.
· You will identify development needs and priorities through performance, talent, succession, assessment, and workforce planning insights. You will partner with the Head of Learning to ensure development programs and investments address the organization's most important leadership, skill, and capability gaps; this role does not own learning program design or delivery.
· You will partner with business leaders, HR Business Partners, the COO organization, and transformation teams to assess the workforce impact of changes in business strategy, technology, AI, and how work gets done. You will translate those changes into clear recommendations for skills, roles, workforce planning, mobility, succession, and talent investments.
· You will use talent data, workforce intelligence, assessments, and external market insights to identify risks and opportunities and provide practical recommendations to senior leaders. You will monitor the health and effectiveness of talent and workforce practices and use insights to improve them over time.
· You will lead and develop the Talent Operations & HR Business Analyst, manage key external partners, and work across HR and the business to deliver priorities, strengthen manager capability, and drive adoption of talent management and workforce readiness practices.
You may also be required to take on additional duties, responsibilities and activities appropriate to the nature of this role.
We encourage you to bring your own experience and expertise to the table. While there are some qualifications and experiences we need you to have, we are open to discussing how your individual knowledge could help you fulfil this role and contribute to our goals.
· 10+ years of progressive HR experience, including at least 5 years of direct responsibility for designing, leading, or significantly evolving core talent management processes such as performance management, talent reviews, assessments, succession planning, and development planning at an enterprise or business-unit level.
· 2+ years of experience translating business strategy into future workforce, skills, or capability requirements through strategic workforce planning, skills strategy, organization transformation, workforce analytics, or a closely related discipline.
· Demonstrated experience designing and implementing talent frameworks, governance, and processes across multiple businesses, functions, or geographies.
· Demonstrated experience influencing senior leaders and using talent data, workforce intelligence, and business insights to support decisions.
· Experience assessing complex talent and workforce issues, identifying risks and opportunities, and translating findings into clear recommendations and actions.
· Experience leading enterprise-wide change, managing competing priorities, and driving adoption through HR Business Partners and people managers.
· Experience leading and developing a team member, managing external partners, and collaborating effectively across HR and the business.
· Demonstrated ability to handle sensitive talent, assessment, succession, and workforce information with discretion and sound judgment.
· Direct experience with strategic workforce planning, skills-based workforce strategies, talent intelligence, or workforce transformation. Candidates are not expected to have equal depth in talent management and workforce planning, but must demonstrate credible experience across both.
· Experience assessing how AI, automation, and evolving ways of working affect roles, skills, capacity, and talent needs.
· Experience using Workday or similar technology to support talent and workforce processes.
· Experience selecting, implementing, or governing assessment solutions that support talent and leadership decisions.
· Experience in insurance, financial services, or another highly regulated global industry.
In this role, you will typically be required to:
Be in the office 3 days per week
Travel domestically and internationally as business needs require
For this position, we currently expect to offer a base salary in the range of $212,000 to 234,000 (NY/CT).
Your salary offer will be based on an assessment of a variety of factors including your specific experience and work location. In addition, you will be offered competitive target incentive compensation, with awards based on overall corporate and individual performance. On top of this, you will be eligible for a comprehensive and competitive benefits package which includes medical plans for you and your family, health and wellness programs, retirement plans, tuition reimbursement, paid vacation, and much more. Where this role is based in the United States of America, this role is Exempt for FLSA purposes.
This posting is for an existing vacancy.
