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Lead HR Business Strategist

2 months ago


Jersey City New Jersey, United States Verisk Full time
Job Overview

Summary

The Verisk HRBP team is in search of a Lead HR Business Strategist to provide support for Corporate Functions. This is a senior-level position that demands a proven track record of professional success, expertise, and collaboration.

Our HRBP team collaborates with managers, employees, and fellow HR professionals across a multifaceted organization to achieve Verisk-wide HR initiatives, as well as the financial, cultural, and market objectives of the business through its talented workforce.

We are looking for an individual who is passionate about making a significant impact by influencing not only personnel but also the cultural environment and operational framework within which employees perform their duties.

Whenever feasible, we mentor and empower managers and employees to enhance their capabilities rather than simply providing solutions, and we encourage those who resonate with this philosophy to consider this opportunity.


Key Responsibilities

We expect our new Lead HR Business Strategist to:

  • Exhibit a confident leadership presence and gravitas to foster trusted relationships.
  • Demonstrate sound judgment regarding business, personnel, strategy, and risk. Utilize a consultative approach to align strategic business and HR objectives to optimize the organization’s most valuable asset, its employees.
  • Transition from merely informing to identifying and communicating strategic alternatives, providing recommendations to leaders at all levels, from frontline staff to senior management.
  • Understand and collaborate to achieve business objectives, supporting productivity and talent development within the organization.
  • Strategically think through and effectively implement programs and initiatives in a complex business environment that may not always allow for a standardized approach.
  • With minimal oversight, develop actionable plans to address significant initiatives and secure necessary approvals and alignment.
  • Adopt a strategic and efficient work methodology by creating, respecting, and leveraging systemic solutions rather than relying on ad hoc responses where applicable.
  • Engage in a true partnership approach to issues to ensure high levels of employee engagement and collegiality with the HRBP and broader HR teams.
  • Be an enthusiastic team player dedicated to fostering a positive workplace atmosphere.

Performance Management

Provide ongoing performance management guidance to line management, including coaching, counseling, career development, and disciplinary actions. Maintain comprehensive knowledge of legal requirements related to day-to-day employee management, mitigating legal risks and ensuring compliance with regulations. Collaborate with legal and financial teams as necessary, advising the business on options and recommendations.

Workforce Planning

Offer guidance and insights on business unit restructures, workforce planning, and succession planning.

Employee Relations

Manage, oversee, and resolve complex employee relations matters. Conduct thorough and objective investigations.


Analyze trends and metrics in collaboration with the larger HR team and leverage this knowledge to inform actions and programs.


Cultural Development

In partnership with leadership, cultivate a performance-oriented inclusive culture where individuals feel welcomed, engaged, and connected.

Act as a cultural innovator to lead and implement specific steps and action plans aimed at enhancing engagement.

Utilize diagnostic and project management skills to drive change, build trust, and deliver tangible results.

Work closely with managers and employees to enhance work relationships, boost morale, and improve productivity and retention.

Exhibit a desire to deepen understanding of the business and recognize how HR serves as a critical strategic partner.