HR Partner

The work we do has an impact on millions of lives, and you can be a part of it. We help protect our customers against life’s uncertainties. Regardless of where you work within the company, you’ll be helping provide protection and peace of mind when our customers need it most.

The HR Partner is an advisor and relationship manager who provides strategic and operational HR partnership to assigned segment and functional leaders. The role translates business priorities into people strategies that strengthen organizational capability, engagement, productivity, talent outcomes, and team effectiveness. The HRP, in partnership with the with the Vice President, Sr HRBP for their assigned area represents the HR Partner team in defined leadership forums, leads recurring talent routines and follow-up, and manages complex employee relations matters. The HRP also provides day-to-day direction, coaching, and work coordination to the HR Generalist while partnering across HR Centers of Excellence.

Key Responsibilities

Strategic Business Partnership

• Provide strategic guidance and consultative support to assigned segment or functional leaders and their direct reports.
• Serve as the primary relationship manager between the assigned business area and HR, connecting business needs with enterprise HR programs, policies, and expertise.
• Understand business objectives, operating priorities, workforce implications, and organizational risks; translate those insights into practical people strategies and action plans.
• Coach leaders and managers on organizational, talent, performance, workforce, and team effectiveness matters.
• Ensure standard HR policies and procedures are applied consistently; identify situations requiring escalation, exception review, or additional expertise.
• Represent the HR Partner team with sound judgment, appropriate decision authority, and clear escalation of material risks or decisions.
• Coordinate HR Partner team deliverables, maintain follow-through on commitments, and help ensure consistent service across assigned business areas.
• Lead recurring talent routines, including preparation, facilitation, documentation, and follow-up for talent reviews, succession discussions, performance calibration, and development planning.
• Handle complex employee relations matters.
• Partner with Employee Relations, Legal, Compliance, and other specialists when matters require formal investigation, specialized expertise, or escalation.
• Lead or support organization analysis and design, including the design or redesign of roles, teams, spans, layers, decision rights, and ways of working.
• Use workforce and human capital data to identify trends, frame issues, and recommend actions related to capability, engagement, productivity, retention, and organizational health.
• Support organizational change by advising leaders on stakeholder impacts, communications, transition risks, and adoption actions.
• Lead or contribute to key HR projects, programs, and initiatives, ensuring effective implementation, leader readiness, adoption, and follow-through.
• Balance enterprise consistency with business-specific needs and recommend practical solutions within established governance.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Six or more years of progressive human resources experience, including significant HR business partnership and employee relations responsibility.
• Demonstrated experience advising leaders on talent, performance, organization, workforce, engagement, and change matters.
• Experience independently managing complex and sensitive employee relations matters with sound judgment and discretion.
• Strong analytical, problem-solving, consultation, facilitation, negotiation, and conflict-resolution skills.
• Ability to build credibility and influence at multiple organizational levels, including senior leaders.
• Ability to manage competing priorities, exercise appropriate autonomy, and recognize when to escalate.
• Proficiency with Microsoft Excel, PowerPoint, Word, and Teams.

Preferred Qualifications

• PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification.
• Experience leading talent reviews, succession planning, performance calibration, workforce planning, organization design, or enterprise change initiatives.
• Experience implementing and managing sales incentive plans

• Experience supporting Sales teams and working with sales incentive plans is preferred.

Employee Benefits:

We aim to protect the wellbeing of our employees and their families with a broad benefits offering. In addition to offering comprehensive health, dental and vision insurance, we support emotional wellbeing through mental health benefits and an employee assistance program. Work/life balance is important and Protective offers a variety of paid time away benefits (e.g., paid time off, paid parental leave, short-term disability, and a cultural observance day). The financial health of our employees is just as important as physical and emotional health. Some of the financial wellbeing benefits include contributions to healthcare accounts, a pension plan, and a 401(k) plan with Company matching. All employees are encouraged to protect their overall wellbeing by engaging in ProHealth Rewards, Protective’s platform to improve wellbeing while earning cash rewards.

Eligibility for certain benefits may vary by position in accordance with the terms of the Company’s benefit plans.

Accommodations for Applicants with a Disability:

If you require an accommodation to complete the application and recruitment process due to a disability, please email eric.hess@protective.com. This information will be held in confidence and used only to determine an appropriate accommodation for the application and recruitment process.

Please note that the above email is solely for individuals with disabilities requesting an accommodation. General employment questions should not be sent through this process.

We are proud to be an equal opportunity employer committed to being inclusive and attracting, retaining, and growing an inclusive workforce.