Crum & Forster (C&F) provides market leading property & casualty, accident & health, specialty and standard commercial lines insurance solutions. A true underwriting company, we have a 200-year history of helping our customers manage risk with laser-focused expertise, integrity and discipline. Our people are empowered to make decisions and problem-solve with you smartly and swiftly. Our annual gross written premium is 6.2 billion. C&F enjoys a financial strength rating of "A+" (Superior) by AM Best.

Our most valuable asset is our people. We have 3000 employees, and locations throughout the United States and India. With our employee-first focus, the Company is consistently recognized as a great place to work, earning multiple workplace and wellness awards, including the Great Place to Work^® Award, Fortune 100 Best Companies to Work For, Fortune Best Workplaces for Parents, Fortune Best Workplaces for Millennials, and many others.

C&F is part of Fairfax Financial Holdings. For more information about C&F, please visit our website: www.cfins.com.

Our Surplus & Specialty Lines (S&S) division is skilled at developing customized coverage solutions for complex exposures, difficult-to-insure risks and niche segments of the market. S&S has over 850 employees (including over 280 based in India), 10 plus locations in the United States and 2 locations in India. Our product distribution includes Sharing Economy, Environmental, Energy, Transportation, Construction, Excess & Umbrella, Primary Special Risk, Security, and other industry segments. S&S achieves approximately 1.5 billion in annual gross written premium.

Position Overview:

Reporting to S&S Division President, the S&S Division Head of HR is a key member of the S&S Division Senior Leadership Team and a strategic advisor to division leadership. This executive role is responsible for leading all human resources functions for the division, driving talent strategy, organizational effectiveness, and supporting division’s continued growth and profitability. This role also leads a team of two direct reports.

What you will do:

• Strategic HR Leadership
  • Lead HR strategy in support of division transformation, growth, and business objectives
  • Consult and advise business leadership on organizational design, workforce planning, and talent alignment
  • Maintain robust succession planning at all levels to support division revenue and profitability goals
  • Create and maintain a 3-5-year people plan in collaboration with the division President and leadership team
  • Be a thought partner to the division President and leadership, crafting programs that advance and engage talent
• Employee Relations
  • Provide expert guidance and timely resolution of all employee relations matters, demonstrating expertise and depth in investigations and solutions
  • Partner with CHRO as needed to proactively address complex or high-risk issues
  • Maintain strong knowledge of applicable employment laws and regulations, ensuring divisional awareness and compliance
  • Partner with corporate HR to support in mentoring, coaching and learning and development initiatives that improve individual and organizational performance

• Talent Management & Development
• Drive talent development strategies that support growth the for early- and mid-career talent, including career guidance and planning for internal opportunities
• Facilitate the talent mobility and advancement in partnership with other divisions and Corporate HR
• Partner with Corporate Talent Acquisition to oversee and drive recruitment and retention strategies ensuring excellence in candidate care, selection and onboarding
• Champion performance management efforts and promote a culture of continuous feedback and engagement between managers and their teams

• Employee Engagement and Communication
  • Identify opportunities to strengthen division employee engagement through both corporate and division initiatives
  • Communicate all HR programs clearly and timely, ensuring that the division is well aware of learning and development and career building opportunities
  • Serve as a BERTI champion, ensuring regular touchpoints with employees via our intranet platform
  • Meet regularly with all divisional leaders to understand business priorities and pain points, and provide practical guidance and solutions
  • Lead programs that support employee well-being and a positive employee experience

• Collaboration & Relationship Building
• Build and maintain strong relationships across all S&S locations
• Maintain strong relationships with corporate practice areas including compensation, talent acquisition, benefits and wellness, impact and belonging and talent management, to drive awareness and participation enterprise programs
• Act as a frontline business partner, and active member of the management team responsible for division performance, including sales and profitability
• Collaborate effectively with HR leaders across the company to advance both divisional and company-wide objectives
• Operational Excellence
• Lead, coach and develop divisional HR team to support growth and high performance
• Hold team members accountable for service excellence, responsiveness, timeliness and strong employee engagement
• Ensure HR data integrity for division including timely and accurate HRIS information updates
• Ensure consistent application of company policies, practices, and procedures across the division

What YOU will bring to C&F:

• Minimum of 15 years of progressive human resources experience, including significant leadership responsibility
• Proven success driving organizational growth and transformation
• Deep experience in talent development and succession planning
• Demonstrated ability for collaboration and relationship-building across multiple locations and business units
• Experience leveraging shared resources for operational efficiency
• Strong business acumen and the ability to serve as a strategic business partner
• Understanding of, and ability to work well in a de-centralized environment

#LI-MS

• Competitive compensation package
• Generous 401K employer match
• Employee Stock Purchase plan with employer matching
• Generous Paid Time Off
• Excellent benefits that go beyond health, dental & vision. Our programs are focused on your whole family’s wellness, including your physical, mental and financial wellbeing
• A core C&F tenet is supporting your career development, so we provide a wealth of ways for you to keep learning, which may include tuition reimbursement, industry-related certifications and professional training to keep you progressing on your chosen path
• A dynamic, ambitious, fun and exciting work environment
• We believe you do well by doing good and want to encourage a spirit of social and community responsibility, matching donation program, volunteer opportunities, and an employee-driven corporate giving program that lets you participate and support your community

At C&F you will BELONG

If you require special accommodations, please let us know. We value inclusivity and diversity. We are committed to equal employment opportunity and welcome everyone regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. If you require special accommodations, please let us know. Belonging at C&F, is a mindset. It’s about fostering a culture of inclusion and connection, where everyone feels valued, heard, and empowered to thrive and where our social impact efforts help strengthen the communities where we live and work.

For California Residents Only:  Information collected and processed as part of your career profile and any job applications you choose to submit are subject to our privacy notices and policies, visit https://www.cfins.com/onlineprivacypolicy/ca/noticeatcollection/  for more information.

Crum & Forster is committed to ensuring a workplace free from discriminatory pay disparities and complying with applicable pay equity laws.  Salary ranges are available for all positions at this location, taking into account roles with a comparable level of responsibility and impact in the relevant labor market and these salary ranges are regularly reviewed and adjusted in accordance with prevailing market conditions. The annualized base pay for the advertised position, located in the specified area, ranges from a minimum of $194,300 to a maximum of $291,500. The actual compensation is determined by various factors, including but not limited to the market pay for the jobs at each level, the responsibilities and skills required for each job, and the employee’s contribution (performance) in that role. To be considered within market range, a salary is at or above the minimum of the range. You may also have the opportunity to participate in discretionary equity (stock) based compensation and/or performance-based variable pay programs.