Description

In partnership with the CHRO, this role is responsible for developing and leading the strategic direction of talent management, organizational effectiveness, and culture evolution aimed at accelerating business results to enable strategic growth.

This role will partner with the Head of Total Rewards, Lead HR Business Partner, various key stakeholders, and organization leadership, to ensure proper alignment of an accountable, high-performing, and values-driven culture to actively anticipate, plan for, and address talent and culture needs of the organization. This role will interact and partner with the Corporate Executive team and as needed, the Board of Directors, to develop effective relationships and provide guidance on talent and culture.

Provide critical talent management thought leadership through the process of re-imagining the talent lifecycle process, including onboarding, selection, talent pipelining, development planning of key talent, performance management, career progression, learning and development (L&D), employee engagement, retention and more.

Overall, the role will offer timely, forward-thinking counsel on all issues related to the organization's use of talent and culture in support of its mission to prepare employees to make a positive impact.

Responsibilities

Leadership & Talent Management

• Oversee, develop, and execute talent acquisition and retention strategies and plans, including directing the design and implementation of recruitment and retention strategies, candidate identification and selection methods, including diversity and inclusion strategies and measurements.
• Drive the overall talent acquisition strategy, including:
  • Design and execute recruiting strategies to attract, evaluate and hire qualified candidates
  • Proactively identify and address hiring needs; Evaluate and refine sourcing and selection procedures
  • Responsible for overall DEI recruiting strategy in partnership and ensure recruiting strategies attract diverse candidates as well as ensure the culture/environment retains diverse candidates
  • Oversee and improve overall candidate experience
  • Maintain talent pipelines with potential candidates and past applicants for future staffing needs
  • Organize recruitment events to establish a strong employer brand
  • Research and recommend new sourcing tools and recruiting software (e.g. ATS)

• Contribute to efforts focused on culture and employee experience, as well as to ensure that our DEI ambitions and efforts are fully embedded within our recruiting messaging and outreach ensuring recruiting strategies attract diverse candidates.
• Design and implement integrated talent management solutions including, executive coaching, individual development planning, talent reviews, succession planning, and leadership development.
• Build a comprehensive diversity and inclusion strategy and build diversity and inclusion as a capability throughout leadership and in the organization.
• In partnership with the HRBPs, support leaders in proactively managing talent pipelines to ensure talent is available to meet future growth needs.
• Monitor relevant metrics and KPIs to proactively diagnose and address key talent trends across the organization.
• Evolve the learning solutions function for Horace Mann to deliver the desired capabilities and behaviors to drive the culture agenda.
• Lead and develop results-driven performance management tools and processes that integrate with the organization's values and core competencies.

Workplace Culture Management

• Set the overall roadmap for Horace Mann culture—identification of who Horace Mann is, how the company defines itself, learns from the past, and inspires and motivates employees and teams going forward to reach their full potential; crafts and translates this vision into a roadmap of practical actions to drive Horace Mann culture agenda forward.
• Integrate the overall cultural vision in with DEI roadmap and action plans, communication plans, and company messaging.
• Partner and foster building a high-performance and accountable culture of trust, recognition, transparency, respect, and results among team members at all levels of the organization, consistent with Horace Mann's short and long-term business objectives.
• Develop, direct and monitor strategies aimed at maintaining a healthy workplace culture including strategies, programs and initiatives related to employee communications, engagement and relations across and inclusive of all of the organization's programs and offices.
• Proactively and effectively address components of workplace culture that may impede organizational and individual effectiveness in a manner consistent with the organization's values.
• Lead the overall strategy to engage the organization in our ongoing DEI journey, with a particular focus on communications, community building and allyship.
• Coordinate and collaborate with relevant Centers of Excellence to ensure processes, policies, and services are implemented and meet the needs of the business.
• Help shape the approach to employee surveys, enterprise-wide, ensuring the resulting insights derived enables appropriate recommendations to shape overall business strategy and decision-making.
• Lead the Voice of the Employee (VOE) survey process, consolidation and monitoring of messaging, reporting, and action planning.

Other Human Capital Management Responsibilities

• Ensure compliance with all applicable Federal, State, and local employment laws.
• Lead efforts to streamline human capital management workflows, data collection and analysis, communications and reporting to increase the efficiency of the function.

Requirements

• Bachelor's degree in Human Resources or Business Management; master's degree in business/organizational development and SPHR certification is strongly preferred. Equivalent experience may be substituted.
• 15-20 years of human capital management experience within a large or public organization, with at least 10 years in leading talent management, culture, or employee experience strategies.
• Experience must include demonstrated ability to provide strategic human resources leadership across the organization to management and staff at all levels as well as guidance to executives in support of the organization's mission. Demonstration of critical thinking and analytical skills are essential.
• Ability to develop presentations and report documents with effective messaging.
• Proven experience working end-to-end talent solutions.
• Executive-level presentation skills.
• Ability to travel periodically may be required (up to 25%)
• This a hybrid role reporting to either our Springfield, IL, Addison, TX, or Madison, WI office locations.

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