Assistant Vice President Talent Performance Management
Assistant Vice President Talent Performance Management
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Job Description
Title:
Assistant Vice President Talent Performance ManagementCompany:
Everest Global Services Inc.Job Category:
Human ResourcesJob Description:
Overview:
Everest is a leading global reinsurance and insurance provider operating for nearly 50 years through subsidiaries in the Europe Bermuda Canada Singapore US Latin America and other territories. Our strengths include extensive product and distribution capabilities a strong balance sheet and an innovative culture. Throughout our history Everest has maintained its discipline and focuses on creating longterm value through underwriting excellence and strong risk and capital management. But the most critical asset in this organization is our people.
We are seeking an Assistant Vice President Talent Performance Management. Reporting to the Global Head of Talent Management this leader will be a core part of the Talent Management Leadership team responsible for designing implementing and managing strategies to enhance employee performance and productivity across the organization. The Assistant Vice President Talent Performance Management will oversee the Global Talent Review Process playing a pivotal role in cultivating a performancedriven culture. They will define and calibrate core role expectations aligning individual goals with organizational objectives while fostering an environment of clear consistent performance standards with a strong emphasis on continuous improvement.
This role is based in Warren NJ working a hybrid schedule of 3 days a week in the office.
Key Responsibilities:
Strategy Development: Develop and implement comprehensive performance management strategies aligned with the organizations objectives and values. This strategy will include:
Definition of Core Skills and Competencies: Clearly define the essential skills and competencies for each role and level to ensure consistent performance expectations across the organization.
Talent Pathways: Establish welldefined career paths for future managers and individual contributors to support both employee development and organizational growth.
Comprehensive Change Management Program: Design and deploy a change management program to embed performance management expectations and processes throughout the organization. This includes targeted training and coaching for managers and leaders equipping them to effectively manage their teams performance at all levels and potential.
Performance Expectation and Measurement: Work closely with key business leaders to customize and develop performance metrics and key performance indicators (KPIs) to effectively measure individual team and organizational performance. Learning and Development: Collaborate with Talent Management HR Business Partners and department heads to identify training and development requirements based on organizational needs talent review results and performance evaluations. Develop and deliver learning programs for managers and employees to:
Ensure ongoing understanding of the core skill competencies progression expectations and performance management process.
Educate employees on how to set individual performance and development goals for employees that align with department and organizational goals.
Provide ongoing guidance and support to facilitate effective performance conversations.
Provide education and support of employee development planning 70:20:10.
Thought partnership with HR Business Partners. Work closely with HRBPs and targeted individuals to support performance management needs including:
Succession Planning: Collaborate and provide support to the HRBPs and their business partners on the annual succession planning process.
Advancement: Preparation of staff identified as high potential at the midtosenior level for the next level of responsibility / promotion / leadership as well as readiness for select leadership programs.
Performance Improvement Plans (PIPs): Work with HR Business Partners and managers to develop and implement performance improvement plans for underperforming employees providing support and guidance to help them meet expectations.
Recognition and Rewards: In collaboration with Culture & Engagement and HR Business Partners develop and implement recognition and reward programs to acknowledge and incentivize high performers fostering a culture of appreciation and motivation.
Data Analysis: Analyze performance data to identify trends opportunities and areas for improvement and provide actionable insights to management for decisionmaking purposes.
Compliance: Ensure global compliance with legal and regulatory requirements for performance management processes and data privacy.
HRIS/HCM (Workday): Ensure the use of Workday in supporting all Performance Management processes including the performance review cycle goal setting and tracking succession planning and employee calibration. Partner with Workday Operations team to ensure that Workday tool is optimized to support all Talent and Learning processes.
Also included in the Talent Performance Management COE:
Project Management: Provide support to key HR initiatives (crossorganization)
Data Analysis:
Utilize performance data and metrics to identify trends opportunities and areas for improvement including employee development planning.
Generate reports and insights for senior management to inform decisionmaking.
Communication:
Communicate performance management updates policies and best practices to all levels of the organization effectively.
Our Culture
At Everest our purpose is to provide the world with protection. We help clients and businesses thrive fuel global economies and create sustainable value for our colleagues shareholders and the communities that we serve. We also pride ourselves on having a unique and inclusive culture which is driven by a unified set of values and behaviors. Clickhereto learn more about our culture.
Our Valuesare the guiding principles that inform our decisions actions and behaviors. They are an expression of our culture and an integral part of how we work: Talent. Thoughtful assumption of risk. . Efficiency. Humility. Leadership. Collaboration. Diversity Equity and Inclusion.
Our Colleague Behaviorsdefine how we operate and interact with each other no matter our location level or function: Respect everyone. Pursue better. Lead by example. Own our outcomes. Win together.
All colleagues are held accountable to upholding and supporting our values and behaviors across the company. This includes day to day interactions with fellow colleagues and the global communities we serve.
#LIHybrid
#LIDP1
Type:
RegularTime Type:
Full timePrimary Location:
Warren NJAdditional Locations:
Everest is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race color religion or creed sex (including pregnancy) sexual orientation gender identity or expression national origin or ancestry citizenship genetics physical or mental disability age marital status civil union status family or parental status veteran status or any other characteristic protected by law. As part of this commitment Everest will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process to perform essential job functions and/or to receive other benefits and privileges of employment please contact Everest Benefits at
Required Experience:
Chief
Employment Type
Full-Time
