Assistant Vice President, Talent Performance Management

Title:

Assistant Vice President, Talent Performance Management

Company:

Everest Global Services, Inc.

Job Category:

Human Resources

Job Description:

Overview:

Everest is a leading global reinsurance and insurance provider, operating for nearly 50 years through subsidiaries in the Europe, Bermuda, Canada, Singapore, US, Latin America and other territories. Our strengths include extensive product and distribution capabilities, a strong balance sheet, and an innovative culture. Throughout our history, Everest has maintained its discipline and focuses on creating long-term value through underwriting excellence and strong risk and capital management. But the most critical asset in this organization is our people.   

We are seeking an Assistant Vice President, Talent Performance Management. Reporting to the Global Head of Talent Management, this leader will be a core part of the Talent Management Leadership team responsible for designing, implementing, and managing strategies to enhance employee performance and productivity across the organization. The Assistant Vice President, Talent Performance Management will oversee the Global Talent Review Process, playing a pivotal role in cultivating a performance-driven culture. They will define and calibrate core role expectations, aligning individual goals with organizational objectives while fostering an environment of clear, consistent performance standards with a strong emphasis on continuous improvement.

This role is based in Warren, NJ working a hybrid schedule of 3 days a week in the office.

Key Responsibilities:

Strategy Development: Develop and implement comprehensive performance management strategies aligned with the organization's objectives and values.  This strategy will include:

• Definition of Core Skills and Competencies: Clearly define the essential skills and competencies for each role and level to ensure consistent performance expectations across the organization.

• Talent Pathways: Establish well-defined career paths for future managers and individual contributors to support both employee development and organizational growth.

• Comprehensive Change Management Program: Design and deploy a change management program to embed performance management expectations and processes throughout the organization. This includes targeted training and coaching for managers and leaders, equipping them to effectively manage their teams’ performance at all levels and potential.

Performance Expectation and Measurement: Work closely with key business leaders to customize and develop performance metrics and key performance indicators (KPIs) to effectively measure individual, team, and organizational performance. Learning and Development: Collaborate with Talent Management, HR Business Partners, and department heads to identify training and development requirements based on organizational needs, talent review results, and performance evaluations.  Develop and deliver learning programs for managers and employees to:

• Ensure ongoing understanding of the core skill competencies, progression expectations, and performance management process.

• Educate employees on how to set individual performance and development goals for employees that align with department and organizational goals.

• Provide ongoing guidance and support to facilitate effective performance conversations.

• Provide education and support of employee development planning (70:20:10).

Thought partnership with HR Business Partners. Work closely with HRBPs and targeted individuals to support performance management needs, including:

• Succession Planning: Collaborate and provide support to the HRBPs and their business partners on the annual succession planning process.

• Advancement: Preparation of staff identified as high potential at the mid-to-senior level for the next level of responsibility / promotion / leadership as well as readiness for select leadership programs.

• Performance Improvement Plans (PIPs): Work with HR Business Partners and managers to develop and implement performance improvement plans for underperforming employees, providing support and guidance to help them meet expectations.

Recognition and Rewards: In collaboration with Culture & Engagement and HR Business Partners, develop and implement recognition and reward programs to acknowledge and incentivize high performers, fostering a culture of appreciation and motivation.

Data Analysis: Analyze performance data to identify trends, opportunities, and areas for improvement and provide actionable insights to management for decision-making purposes.

Compliance: Ensure global compliance with legal and regulatory requirements for performance management processes and data privacy.

HRIS/HCM (Workday):  Ensure the use of Workday in supporting all Performance Management processes, including the performance review cycle, goal setting and tracking, succession planning, and employee calibration.  Partner with Workday Operations team to ensure that Workday tool is optimized to support all Talent and Learning processes.

Also included in the Talent Performance Management COE:

• Project Management:  Provide support to key HR initiatives (cross-organization)

• Data Analysis:

  • Utilize performance data and metrics to identify trends, opportunities, and areas for improvement, including employee development planning.

  • Generate reports and insights for senior management to inform decision-making.

• Communication:

  • Communicate performance management updates, policies, and best practices to all levels of the organization effectively.

Our Culture 

At Everest, our purpose is to provide the world with protection. We help clients and businesses thrive, fuel global economies, and create sustainable value for our colleagues, shareholders and the communities that we serve. We also pride ourselves on having a unique and inclusive culture which is driven by a unified set of values and behaviors. Click here to learn more about our culture. 

• Our Values are the guiding principles that inform our decisions, actions and behaviors. They are an expression of our culture and an integral part of how we work: Talent. Thoughtful assumption of risk. Execution. Efficiency. Humility. Leadership. Collaboration. Diversity, Equity and Inclusion.  

• Our Colleague Behaviors define how we operate and interact with each other no matter our location, level or function: Respect everyone. Pursue better. Lead by example. Own our outcomes. Win together.  

All colleagues are held accountable to upholding and supporting our values and behaviors across the company. This includes day to day interactions with fellow colleagues, and the global communities we serve.  

#LI-Hybrid

#LI-DP1

Type:

Regular

Time Type:

Full time

Primary Location:

Warren, NJ

Additional Locations:

Everest is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion or creed, sex (including pregnancy), sexual orientation, gender identity or expression, national origin or ancestry, citizenship, genetics, physical or mental disability, age, marital status, civil union status, family or parental status, veteran status, or any other characteristic protected by law. As part of this commitment, Everest will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Everest Benefits at [email protected].

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