VP, Human Resources

Company Details

 

 

With over 35 years of proven expertise in the workers' compensation industry, Key Risk delivers innovative and responsive solutions that provide our clients the freedom to do what they do best. Offering guaranteed cost options to employers nationwide, Key Risk focuses on delivering products and services within specialized verticals to reduce workers' compensation exposures and deliver industry-leading results.

 

All products and services are distributed through appointed insurance agents and brokers. Key Risk is a member company of W. R. Berkley Corporation, whose insurance company subsidiaries are rated A+ (Superior), Financial Size Category XV by A.M. Best Company and A+ (Strong), by S&P.

 

For further information about Key Risk please visit www.KeyRisk.com

 

The company is an equal opportunity employer.

Responsibilities

The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance.

 

Strategic Talent Leadership• Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs.• Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets.AI & Digital Transformation• Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning.• Promote digital HR solutions that enhance employee experience and operational efficiency.Change Management & Organizational Agility• Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes.• Serve as a trusted advisor to senior executives on organizational design and cultural evolution.Employee Experience & Engagement• Champion a culture of inclusion, engagement, and continuous learning.• Oversee programs for onboarding, performance management, recognition, and career development.Business Partnership• Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities.• Contribute to annual business planning and budgeting processes with a focus on human capital priorities.• Manage HR-related budgets, including compensation and benefit analysis.Governance & Compliance• Ensure adherence to employment laws and ethical standards.• Manage employee relations, investigations, and disciplinary actions with fairness and transparency.

Qualifications

• Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level.• Excellent communication and presentation skills.

 

Education Requirement

 

• Bachelor’s degree.• 10 years of experience in a leadership role and a minimum of seven years progressive HR experience, preferably in the technology industry.• One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP

Additional Company Details

We do not accept unsolicited resumes from third party recruiting agencies or firms. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment.

Sponsorship Details

Sponsorship not Offered for this Role

Responsibilities

The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance.
 
Strategic Talent Leadership
• Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs.
• Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets.
AI & Digital Transformation
• Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning.
• Promote digital HR solutions that enhance employee experience and operational efficiency.
Change Management & Organizational Agility
• Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes.
• Serve as a trusted advisor to senior executives on organizational design and cultural evolution.
Employee Experience & Engagement
• Champion a culture of inclusion, engagement, and continuous learning.
• Oversee programs for onboarding, performance management, recognition, and career development.
Business Partnership
• Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities.
• Contribute to annual business planning and budgeting processes with a focus on human capital priorities.
• Manage HR-related budgets, including compensation and benefit analysis.
Governance & Compliance
• Ensure adherence to employment laws and ethical standards.
• Manage employee relations, investigations, and disciplinary actions with fairness and transparency.