Executive Vice President, HR Share LinkedIn Twitter Facebook Google Email

Gregory & Appel Insurance
United States, Indiana, Indianapolis
1402 North Capitol Avenue (Show on map)
Apr 04, 2025
Job Description The Executive Vice President of Human Resources (EVP HR) will serve as a key strategic partner to the CEO, President and Executive Team, providing Human Resources leadership and oversight for a growing independent insurance agency with $35M in recurring revenue and 165 employees. This role will be responsible for all aspects of talent strategy, colleague development, technology enablement, diversity planning and operationalizing culture while driving agency growth, operational excellence and innovation. The ideal candidate will bring strong leadership experience from previous Human Resource roles having demonstrated proven successes in Human Resources strategy planning, development and implementation. The ability to quickly learn and adapt to the insurance agency business model and work collaboratively with Leadership is key to the role. Strategic Leadership Partner with CEO, President and Executive Team to develop and execute agency-wide strategic initiatives Lead long-term talent optimization, planning and forecasting, with specific focus on best in class recruiting, career development and retention practices Drive succession strategy and planning for all key Leadership and Producer roles Provide data-driven insights into Colleague performance and workload capacity metrics to define hiring needs within budget parameters Objectives Reporting to the President, the EVP HR is responsible for overseeing all aspects of the Agency's Human Resource strategy, including talent acquisition, colleague development, performance management, diversity and inclusion initiatives and overall colleague experience with a primary focus on aligning the workforce with the agency strategic goals to drive growth and innovation. Job Objectives Operationalize the Agency internal and external culture as defined by the CEO Design and implement strategies that will provide a positive work environment Develop workforce capacity metrics for each role to fully leverage the entire workforce Create best in class comprehensive compensation plans and benefits packages within budget parameters Manage the entire employee benefits development, implementation and administration Oversee any HRIS system implementation/management, ATS platform experience, Performance management software and future HR related software Oversee company policies and job descriptions to ensure compliance with legal and regulatory requirements Create a talent acquisition strategy that attracts, hires, trains, and retains top talent Develop professional growth and career pathing programs for all colleagues Evaluate and enhance the performance management strategy and implementation Experience and Skills Key Responsibilities Establish and implement HR efforts that effectively communicate and support the company's mission and strategic vision Develop HR plans and strategies to support the achievement of the overall business operations objectives Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company Develop comprehensive strategic recruiting and retention plans required to achieve strategic goals Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective Provide overall leadership and guidance to the HR function by overseeing colleague relations, talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally. Critical Competencies Influencing and leading others Communicating and collaborating with person(s) outside the organization Establishing and maintaining interpersonal relationships Presenting to or working directly with the public Obtaining and managing sensitive information Updating and using relevant knowledge Organizing, planning, and prioritizing work Interviewing and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Developing and maintaining key partner relationships Years of Experience: 10+ years of progressive Human Resources experience. 5+ years in senior Human Resources leadership roles. Education: Bachelors degree in Organizational Development or related field MBA preferred