SVP, Head of HR Governance and Transformation - Global

As a leading provider of insurance and reinsurance with worldwide operations and employees in Bermuda, U.S., U.K., Continental Europe and Asia, we recognize that our success is derived directly from those who matter the most: our people. At Sompo International, our values of integrity, collaboration, agility, execution and excellence underpin our culture and our commitment to providing an employee experience that attracts and engages the best talent in the industry. As we continue to grow, we strive to find diverse, innovative and driven professionals to join our teams and offer a broad range of career and development opportunities at all levels, in multiple business areas, in each of our locations throughout the world. Our compensation and benefits programs are market driven and competitive, with excellent family friendly policies and flexible working provisions.

Job Description

JOB SUMMARY

The Head of HR Governance (and Transformation) is a key role responsible for establishing, implementing, and overseeing the governance, policy and employee relations frameworks across all HR functions globally while ensuring alignment and consistency across a period of change and transformation. As Sompo is a growing and evolving company, it has yet to establish robust policies, frameworks, capabilities and approaches that are vital to the successful running of a global organization.

This role ensures compliance with all applicable laws, regulations, local regulatory requirements, and firm policies. The incumbent will drive best practices in HR governance, people risk and promotes a culture of ethical behavior and decision-making within the organization. The ideal candidate will have extensive experience in HR governance, operational HR, employment law, employee relations and an understanding of the insurance industry. This position is highly collaborative across HR and other business areas.

DUTIES & RESPONSIBILITIES

Governance Framework:

• Develop and implement a comprehensive HR governance framework that aligns with the company's strategic objectives, HR strategy house and regulatory requirements.
• Example: Implement a standardized global HR code of conduct and ethics policy to ensure consistent behavior and decision-making across all regions.

Policy Development and Implementation:

• Create, update, and apply HR policies and procedures globally to ensure consistency and compliance with local and international regulations.
  • Example: Be accountable for the implementation of employee handbooks for each jurisdiction - ensuring an aligned tone of voice reflecting our brand and the global principles and frameworks of our practices,
  • Example: Within the US Review Federal and State labor laws on an annual basis (and ongoing as required) to ensure the new or modified laws and regulations are included in the HR compliance program.

Total Rewards

• Partner with CoE's ensuring jurisdictional regulatory adherence with the development and implementation of global compensation and benefits policies and practices that align with the company's governance framework.
  • Example: Evaluate total rewards programs to meet regulatory and legal requirements, employee needs and market competitiveness globally.

Employee Relations:

• Partner on the creation of an Employee Relations function. Ensure the organization's HR practices comply with relevant laws and regulations in all operating regions.
  • Example: Develop a comprehensive Employee Relations framework and suite of policies to enable the organization to reach its goals and ambitions through recruiting, retaining and developing quality people talent, which retaining rigor and protection for the organization.
  • Specific to UK: Ensure compliance with UK-specific laws and such as the Equality Act 2010, the Employment Rights Act 1996, Data Protection Act (2018) and guidelines from the Financial Conduct Authority (FCA) and Prudential Regulation Authority (PRA).
  • Specific to Continental Europe: Manage compliance with EU labor laws, country-specific employment laws, and collective bargaining agreements. Ensure adherence to regulations such as the European Works Council (EWC) directives.

Audit and Reporting:

• Oversee internal and external HR audits, ensuring timely resolution of any issues identified.
• Perform compliance risk monitoring and testing in accordance with the global HR compliance risk program components; develop testing parameters, scope, and processes/procedures; and complete annual testing.

• Example: Conduct time appropriate HR audits across all global offices, focusing on adherence to local labor laws and internal policies.
• Specific to UK: Conduct regular reviews to ensure compliance with the UK's Senior Managers Certification Regime (SMCR) and other regulatory requirements specific to the insurance industry.
• Specific to Continental Europe: Regularly review and audit HR practices to ensure compliance with local collective bargaining agreements and national labor laws, including works councils and employee representation requirements.

Stakeholder Collaboration and Capability Development:

• Act as a liaison between HR and other departments, ensuring effective communication and collaboration through the creation of a framework of governance and employee relations related matters through creation and development of a case management system, ensuring aligned tolerance and outcomes globally. Achieved through upskilling and development of the HR team's capabilities.
  • Example: Partner with the legal department and use the employee relations frameworks to address cross-border employment issues and ensure compliance with international labor standards and collaborate in creating a methodology to review and manage the appropriate use of external counsel and associated costs.

Strategic Initiatives:

• Support and advise global HR projects and initiatives, ensuring they are aligned with the regulatory & governance framework and local labor laws.

• Example: Support and enable Global HR transformation to employee and manager self-service on workday. Help to lead HR Transformation in UK/EMEA.
• Specific to UK: Drive initiatives that address UK-specific regulatory requirements, such as the implementation of a robust framework for managing the ongoing requirements under the Senior Managers Certification Regime (SMCR).
• Specific to Continental Europe: Lead projects that enhance compliance with European labor laws and facilitate effective management of collective bargaining agreements.

Leadership:

• Provide education and guidance on HR governance and compliance to the global HR team.

• Example: Establish a global HR governance committee to review and address governance issues quarterly, ensuring continuous improvement and adherence to best practices.

EDUCATION/EXPERIENCE/KNOWLEDGE

Education:

• Bachelor's degree in human resources, Business Administration, Law, or related field. Advanced degree (MBA or Masters) preferred.

Experience:

• Minimum of 15 years of experience in HR governance, compliance, or related roles, with at least 7 years in a leadership position. Experience in the insurance industry is highly desirable.

Knowledge:

• In-depth knowledge of global HR practices, employment law, and regulatory requirements.
• Familiarity with the insurance industry and its specific HR governance challenges.

Skills:

• Strong analytical and problem-solving abilities.

• Excellent communication and interpersonal skills.
• Proven ability to manage complex projects and lead cross-functional teams.
• High ethical standards and integrity.

Working Conditions:

• Travel: Occasional international travel may be required.
• Work Environment: Office-based with the possibility of remote work arrangements.

Salary Range: $210,000 - $300,000 Actual compensation for this role will depend on several factors including the cost of living associated with your work location, your qualifications, skills, competencies, and relevant experience.

At Sompo International, we recognize that the talent, skills, and commitment of our employees drive our success. This is why we offer competitive, high-quality compensation and benefit programs to eligible employees.

Our compensation program is built on a foundation that promotes a pay-for-performance culture, resulting in higher incentive awards, on average, when the Company does well and lower incentive awards when the Company underperforms. The total compensation opportunity for all regular, full-time employees is a combination of base salary and incentives that gets adjusted upfront based on overall Company performance with final awards based on individual performance.

We continuously evaluate and update our benefit programs to ensure that our plans remain competitive and meet the needs of our employees and their dependents. Below is a summary of our current comprehensive U.S. benefit programs:

• Two medical plans to choose from, including a Traditional PPO & a Consumer Driven Health Plan with a Health Savings account providing a competitive employer contribution.
• Pharmacy benefits with mail order options.
• Dental benefits including orthodontia benefits for adults and children.
• Vision benefits.
• Health Care & Dependent Care Flexible Spending Accounts.
• Company-paid Life & AD&D benefits, including the option to purchase Supplemental life coverage for employee, spouse & children.
• Company-paid Disability benefits with very competitive salary continuation payments.
• 401(k) Retirement Savings Plan with competitive employer contributions.
• Competitive paid-time-off programs, including company-paid holidays.
• Competitive Parental Leave Benefits & Adoption Assistance program
• Employee Assistance Program
• Tax-Free Commuter Benefit
• Tuition Reimbursement & Professional Qualification benefits.

Sompo International is an equal-opportunity employer committed to a diverse workforce. M/F/D/V