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Senior Associate, Talent Development
NYLIFE Securities, Inc.
New York, NY, United States
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New York Life Insurance Company (“New York Life” or “the company”) is the largest mutual life insurance company in the United States*. Founded in 1845, New York Life is headquartered in New York City, maintains offices in all fifty states, and owns Seguros Monterrey New York Life in Mexico.
New York Life is one of the most financially strong and highly capitalized insurers in the business. The company reported 2016 operating earnings of $1.954 billion. Total assets under management at year end 2016, with affiliates, totaled $538 billion. As of year-end 2016, New York Life’s surplus was $23.336 billion**. New York Life holds the highest possible financial strength ratings currently awarded to any life insurer from all four of the major ratings agencies: A.M. Best, A++; Fitch AAA; Moody’s Aaa; Standard & Poor’s AA+. (Source: Individual Third Party Ratings Report as of 8/17/16).
Financial strength, integrity and humanity—the values upon which New York Life was founded—have guided the company’s decisions and actions for over 170 years.
The Learning & Organization Development/Talent Management team at New York Life is responsible for carrying out individual, group, and organization-level assessment activities in support of HR talent management priorities and business talent requirements. The group uses archival data analysis, survey, and interview techniques to support New York Life’s talent initiatives. The group works with HR Business Partners and other HR Centers of Expertise to execute enterprise performance management, succession planning, talent reviews, individual leader assessment, and organization-wide surveys. The group also provides consultative support to the Company’s business units and functions on special talent planning projects.
This role will support the Talent Lead for the Strategic Insurance Businesses, Retail Life, Marketing, Retail Annuities, and Insurance Service.
This role works collaboratively with other Talent Leads, HR Business Partners and business units to identify critical issues, assess client needs and recommend, design and/or implement appropriate solutions. Primary responsibilities include: designing and delivering customized talent and organization development programs based on client needs in addition to supporting the HR Business Partner (HRBP) teams in the delivery of Company-wide Talent Management initiatives with his/her clients.
Major Responsibilities
Core Talent Processes
• Support the Talent Lead and HRBP team in effectively delivering the Company’s core talent initiatives and activities with their clients, including: annual performance management cycle, talent review and succession planning activities, employee engagement surveys, nomination based talent programs, internal mobility, etc.
Talent & Organization Development Consulting
• Partner with Talent Lead to design and deliver targeted talent and organization development programs to clients as needed, e.g. manager assimilation, team building, development planning, coaching.
• Partner with the HRBP team to carve out client needs assessments for learning and development activities that will build employees’ skills in line with the business strategy.
• Partner with HRBP team to design and deliver change programs and initiatives as needed by the business.
Targeted Talent Data Collection
• Assist in facilitation around talent data collection activities (e.g., performance/potential 9-box talent discussions).
• Facilitate the design and implementation of client-requested custom surveys and focus groups to investigate talent-related issues in greater detail (e.g., employee engagement, training and development, etc).
Learning Program Design and Delivery
• As part of the broader Learning and Organization Development team, participate in the design and deliver of training programs across the organization.
Employee Engagement
• Help lead a comprehensive and sustainable employee engagement strategy for I&AG that leverages the work done by the IAG working group.
• Assist in creating a coalition of I&AG leaders and HR professionals to accomplish the following:
◦ Deepen the understanding of the I&AG talent marketplace and create opportunities for that talent to develop
◦ Empower employees to own their own careers and opportunity for mobility across the company
◦ Encourage real conversations between employees and managers on career development and morale
◦ Support the development of recognition programs to be leveraged across the business units
◦ Provide leveraged access to existing HR tools and programs
◦ Ensure leaders understand the resources available to recognize employees for their achievements
Qualifications
• BA/BS degree from a four-year accredited university with specialized coursework in HR, Industrial-Organizational Psychology, Organizational Development, Organizational Behavior, or related disciplines
• Five plus years of work experience in an internal and/or external talent management or organization development role
• Familiarity and experience creating and implementing individual development plans
• Background in basic and intermediate statistical concepts and analysis procedures (i.e., descriptive statistics, correlations)
• Experience using spreadsheet and other data analysis software (i.e., MS Excel – pivot tables, V-look ups, formulas)
• Experience using PowerPoint and in using data to create decks and presentations
• Able to communicate the results of research and data analysis to HR and non-HR constituents
• Strong oral and written communication skills, with ability to communicate with all levels of internal and external stakeholders
• Able to work on multiple projects simultaneously
• Problem solving and decision-making skills with proven ability to coordinate multiple projects and priorities in a fast paced, dynamic environment
• Strong process and operational effectiveness aptitude mindset
SF:LI-ID1
EOE M/F/D/V.
*Based on revenue as reported by “Fortune 500, ranked within Industries, Insurance: Life, Health (Mutual),” Fortune Magazine, June 17, 2016. See http://fortune.com/fortune500/ for methodology.
**Total surplus, which includes the Asset Valuation Reserve, is one of the key indicators of the company’s long-term financial strength and stability and is presented on a consolidated basis of the company.
1. Operating earnings is the key measure use by management to track Company’s profitability from ongoing operations and underlying profitability of the business. This indicator is based on generally accepted accounting principles in the US (GAAP), with certain adjustments Company believes to be appropriate as a measurement approach (non GAAP), primarily the removal of gains or losses on investments and related adjustments.
2. Assets under management represent Consolidated Domestic and International insurance Company Statutory assets (cash and invested assets and separate account assets) and third party assets principally managed by New York Life Investment management Holdings LLC, a wholly owned subsidiary of New York Life Insurance Company.