Vice President, Talent Management

Vice President, Talent Management

The Vice President, Talent Management is a senior Human Resources leader responsible for leading Symetra’s HR Business Partner (HRBP), HR Generalist, Employee Relations, and Investigations functions. This role is accountable for developing and executing an integrated, multi-year talent strategy that aligns workforce capabilities, leadership pipelines, organizational effectiveness, and employee experience with the company’s business objectives.

Serving as a trusted advisor to senior and executive leadership, the Vice President brings an enterprise-wide perspective to talent, workforce, and organizational decisions. Through strong business acumen, strategic consultation, people analytics, and influential leadership, this role proactively identifies talent opportunities and risks, drives organizational effectiveness, and ensures people strategies deliver measurable business outcomes.

Key Responsibilities:

Enterprise Leadership & Team Development

• Lead, mentor, and develop a high-performing team of HR Business Partners, HR Generalists, and Employee Relations professionals.
• Establish the strategic direction, operating model, priorities, and performance expectations for the Talent Management organization.
• Build organizational capability and consistency across core HRBP competencies, including:

• Business acumen
• HR expertise
• Consulting and influencing
• Relationship management
• Talent planning and risk management
• Diversity, equity, and inclusion
• People analytics and workforce insights 
• Foster a culture of accountability, collaboration, continuous improvement, and operational excellence.

Strategic Business Partnership

• Partner closely with senior and executive leaders to understand business strategies, priorities, and workforce need.
• Translate business objectives into forward-looking talent and organizational strategies that support growth and performance.
• Serve as a strategic advisor who brings together business and HR perspectives to influence leadership decisions and drive enterprise outcomes.
• Challenge assumptions, facilitate executive alignment, and guide leaders through complex workforce and organizational issues.
• Ensure talent strategies support organizational goals, business performance, and employee engagement.

Talent Planning & Organizational Effectiveness

• Lead enterprise-wide workforce planning, succession management, leadership pipeline development, retention strategies, and organizational design initiatives.
• Assess future workforce capabilities and identify critical talent gaps and risks.
• Develop strategies to strengthen leadership readiness and organizational effectiveness.
• Align talent investments and resources to the company’s highest-priority business objectives.
• Drive initiatives that enhance organizational agility, effectiveness, and long-term business sustainability.

Employee Relations & Risk Management

• Provide strategic oversight of employee relations, workplace investigations, and leadership consultation.
• Ensure fair, consistent, and timely management of employee relations matters across the organization.
• Partner with Legal, Compliance, and business leaders to address complex employee issues and mitigate organizational risk.
• Monitor trends and identify opportunities to strengthen workplace culture, leader effectiveness, and compliance.
• Ensure adherence to applicable employment laws, regulations, and company policies.

Diversity, Equity & Inclusion

• Embed diversity, equity, and inclusion principles into talent management strategies, workforce planning, and people practices.
• Partner with leaders and HR teams to identify barriers to inclusion and equitable outcomes.
• Promote accountability for inclusive leadership and equitable talent decisions.
• Support initiatives that strengthen workforce diversity, employee engagement, and belonging.

People Analytics & Workforce Insights

• Leverage workforce analytics, HR technology, market data, and external trends to inform decision-making and talent strategy.
• Identify workforce opportunities, trends, and risks through data-driven insights.
• Establish success measures and evaluate the effectiveness and business impact of talent programs and initiatives.
• Provide executive leaders with actionable workforce intelligence to support strategic decisions.

Experience & Education

• 12 to 15 years of progressive Human Resources experience, including leadership responsibility across multiple HR disciplines.
• Minimum of 5 years of experience leading leaders and managing high-performing HR teams.
• Significant experience in one or more of the following areas:

• HR Business Partner leadership
• Talent management
• Workforce planning
• Organizational effectiveness
• Employee relations and investigations

• Experience partnering with executive leadership teams and influencing enterprise-wide business and talent decisions.
• Bachelor’s degree or equivalent combination of education and relevant experience.

We empower inclusion
At Symetra, we aspire to be the most inclusive insurance company in the country. We're building a place where every employee feels valued, respected, and has opportunities to contribute.

Inclusion is about recognizing our assumptions, considering multiple perspective, and removing barriers. We accept and celebrate diverse experiences, identities, and perspectives, because lifting each other up fuels thought and builds a stronger, more innovative company. We invite you to learn more about our efforts here.

 

Creating a world where more people have access to financial freedom
Symetra is a national financial services company dedicated to helping people achieve their financial goals and feel confident about the future. In our daily work, we're guided by the principles of Value, Transparency and Sustainability. This means we provide products and services people need at a competitive price, we communicate clearly and openly so people understand what they're buying, and we design products--and operate our company--to stand the test of time. We're committed to showing up for our communities, lifting up our employees, and standing up for diversity, equity and inclusion (DEI). Join our team and help us create a world where more people have access to financial freedom.

For more information about our careers visit: https://symetra.eightfold.ai/careers

 

Work Authorization
Employer work visa sponsorship and support are not provided for this role. Applicants must be currently authorized to work in the United States at hire and must maintain authorization to work in the United States throughout their employment with our company.

 

Please review Symetra's Remote Network Minimum Requirements:

As a remote-first organization committed to providing a positive experience for both employees and customers, Symetra has the following standards for employees' internet connection:

• Minimum Internet Speed:100 Mbps download and 20 Mbps upload, in alignment with the FCC's definition of "broadband."
• Internet Type:Fiber, Cable (e.g., Comcast, Spectrum), or DSL.
• Not Permissible:Satellite (e.g., Starlink), cellular broadband (hotspot or otherwise), any other wireless technology, or wired dial-up.

When applying to jobs at Symetra you'll be asked to test your internet speed and confirm that your internet connection meets or exceeds Symetra's standard as outlined above.

 

Identity Verification

Symetra is committed to fair and secure hiring practices. For all roles, candidates will be required (after the initial phone screen) to be on video for all interviews. Symetra will take affirmative steps at key points in the process to verify that a candidate is not seeking employment fraudulently, e.g. through use of a false identity.

 

Failure to comply with verification procedures may result in:

• Disqualification from the recruitment process
• Withdrawal of a job offer
• Termination of employment and other criminal and/or civil remedies, if fraud is discovered