Job SummaryStrategic HR Business Partners (SHRBPs) serve as strategic advisors to Munich Re's most senior leaders including Board Members on people topics, ensuring alignment of the Global HR People Strategy with business goals. Reporting to the Strategic HR Business Partner for GSI, MRAS & Temple, this role is critical to driving strategic people topics such as workforce planning, top talent development, or organizational change within HSB, as well as addressing critical people issues of the HSB leadership team.
This SHRBP role provides direct support to the CEO responsible for HSB and also provides strategic support on talent strategy topics to the HSB leadership team. This role will also lead a team of HRBPs and Sr HRBPs dedicated to supporting the global HSB organization. This role is a member of the GSI Strategic Business Partner Leadership Team and the Global Strategic Business Partnering Leadership Team. This role also collaborates closely with the rest of the Global HR organization and regional HR heads to jointly design and deliver solutions that address business requirements, while ensuring compliance with local regulations as well as with global HR processes.
Location: Hartford, CT USA preferred but other US locations may be considered for exceptionally qualified individuals.
Role Profile- Act as a trusted advisor and first point of contact to the CEO and his/her executive leadership team.
- Translate the Global HR people strategy into actionable people priorities within the business
- Ensure HR needs of the business area are addressed in a proactive way while remaining in alignment with global Munich Re people priorities and strategies
- Support organizational design and change management efforts from an HR perspective, and champion culture, engagement, DEI, and retention efforts within the business area
- Serve as experts and participate in critical people processes (e.g., executive and talent reviews, succession planning, rewards cycles, executive recruitment) and collaborate with the respective HR functions for effective delivery
- Coordinate the job architecture with the business units and drive strategic workforce planning to identify future talent needs and gaps
- Handle highly complex or sensitive employee relations cases in collaboration with the Employee Advisory team and local labor law experts
- Represent HR in relevant country / business Executive Committees and with Regulatory bodies
- Lead and coach a team of HRBPs, ensuring consistent delivery of HR business partnering approach across assigned Board area(s), with flexibility to adapt as responsibilities evolve
- Develop and drive analytics within the area of responsibility in addition to leveraging HR data and workforce insights to influence decision-making and track progress against strategic objectives
Your Profile- Expertise in providing strategic HR advice and partnering effectively with senior leaders, including CEOs and senior executives, through strong interpersonal and influencing skills
- Demonstrated success in leading and developing global HR teams, fostering collaboration, and driving high performance
- Exceptional EQ and the ability to constructively influence colleagues in all levels of the organization with or without authority
- Strong understanding of core HR processes and their connection to business strategy
- Demonstrated expertise in leading through change and organizational transformation
- Deep understanding of Munich Re's context, business strategy, and the relevant HR implications.
- A strong network within GSI and detailed knowledge of the GSI business strategies are advantageous
- Deep familiarity with local labor laws
- Exceptional stakeholder management skills, with the ability to influence and build trust at the most senior levels
- Analytical and data-driven, with experience using HR metrics and insights to drive impact
- Comfortable working across matrixed, global organizations with a high degree of complexity
- Proven ability to lead teams through complex transformation initiatives, providing direction and stability during periods of change
- Demonstrated leadership in shaping high-performing, future-ready teams by fostering adaptability, engagement, and continuous development
- Experience integrating organizations post-M&A is a strong plus
- Fluent in English; additional languages are a plus
