The HR Talent Partner - Corporate Functions (HRTP-CS) reports directly to CHRO, and partners closely with the Executive Leadership Team to translate business strategy into enterprise talent strategies that enable growth, organizational effectiveness, and leadership capability.

The role is responsible for designing and leading the company's corporate functions talent strategy including organizational design, talent assessment, succession planning, leadership effectiveness, employee relations, workplace investigations, and organizational effectiveness. The HRTP- CS ensures the organization has the leadership capability, bench strength, governance, and people practices necessary to execute business priorities while fostering a high-performing, inclusive, values-driven culture.

This leader serves as the strategic advisor to senior executives on workforce planning, organizational health, organizational transformation, and complex employee matters. They establish enterprise standards and governance while building scalable talent practices that support MSIG's continued growth.

Major Responsibilities

Enterprise and Corporate Functions Talent Strategy

• Execute the enterprise talent strategy aligned with the company's long-term business objectives.
• Partner with the CFO, CIO, Chief Claims Officer, General Counsel and Chief Audit Executive, and business leaders to identify talent priorities and organizational capability gaps.
• Build integrated talent management framework connecting workforce planning, leadership development, succession, assessment, mobility, and performance.
• Establish governance for talent reviews and organizational planning.

HR Business Partner Leadership

• Establish a consistent strategic consulting model across all business units.
• Become a trusted advisor capable of influencing senior leaders on organizational effectiveness, leadership capability, workforce planning, and change management.
• Ensure consistent execution of enterprise people practices while allowing flexibility for business-specific needs.
• Partner with business leaders to improve organizational effectiveness, productivity, and employee engagement.

Talent Assessment & Succession Planning

• Execute enterprise talent assessment philosophy, methodology, and governance.
• Establish consistent processes for leadership potential identification and talent calibration.
• Lead annual enterprise talent reviews and succession planning discussions with executive leadership and the Board, as appropriate.
• Build succession pipelines for executive and critical roles.
• Develop enterprise standards for internal mobility and leadership readiness.

Employee Relations & Workplace Investigations

• Establish enterprise employee relations strategy, philosophy, and governance.
• Partner with Legal, Risk and Compliance on sensitive, complex, or high-risk employment matters.
• Oversee workplace investigations ensuring consistency, fairness, legal compliance, and timely resolution.
• Develop policies and manager capability that proactively reduce employee relations risk.
• Establish governance, policies, and practices around talent decisions to ensure consistency across business units.

Organizational Effectiveness

• Advise executives on organizational design, operating models, team effectiveness, and organizational health.
• Lead organizational redesign efforts resulting from growth, acquisitions, restructuring, or strategic transformation.
• Partner with executive leadership on workforce planning and organizational optimization.
• Support enterprise change initiatives through effective organizational change strategies.

Leadership Advisory

• Serve as executive coach and trusted advisor to senior leaders.
• Influence leadership decisions using organizational data, talent insights, and workforce analytics.
• Foster leadership accountability for talent development and organizational health.

Talent Analytics & Governance

• Develop enterprise talent dashboards measuring leadership pipeline health, succession readiness, internal mobility, engagement, turnover, and organizational effectiveness.
• Use workforce analytics to identify emerging risks and inform executive decision-making.
• Present talent insights and recommendations to executive leadership and the Board.

The successful candidate brings 15+ years of progressive Human Resources leadership experience, including significant responsibility in an enterprise HR Business Partner function, talent management, organizational effectiveness, or organizational development.

They possess a demonstrated record of partnering with executive leadership to build enterprise talent strategies that improve organizational performance and leadership capability. Experience leading employee relations, workplace investigations, succession planning, executive assessments, and organizational transformation is essential.

Experience in financial services, insurance, or another highly regulated industry is strongly preferred.

Critical Competencies

Strategic Business Acumen
This leader understands how talent strategy drives business performance. They translate business objectives into organizational capability, ensuring leadership, structure, and workforce plans support long-term growth. They connect organizational decisions with financial outcomes while balancing employee experience and business needs.

Enterprise Talent Architect
This leader builds integrated talent systems rather than isolated HR programs. They establish scalable frameworks connecting succession planning, assessments, workforce planning, leadership capability, organizational design, and employee development into a cohesive enterprise strategy.

Executive Influence
This leader possesses the executive presence to advise the Executive Leadership Team on sensitive organizational decisions. They communicate difficult messages with confidence, influence without authority, and build credibility through thoughtful judgment, business insight, and practical solutions.

Judgment
They demonstrate exceptional discretion and sound judgment managing highly sensitive employee matters. They navigate complexity with fairness, objectivity, legal awareness, and business pragmatism while protecting organizational culture and minimizing risk.

Organizational Effectiveness
The successful candidate sees organizations as systems rather than reporting structures. They diagnose organizational issues, identify root causes, and recommend solutions that improve decision-making, accountability, collaboration, and execution.

Change Leadership
This executive thrives in high-growth environments where organizational structures continue to evolve. They successfully lead leaders through ambiguity, influence adoption of new ways of working, and create alignment across multiple stakeholders.