iPIPELINE Hiring for Director, Human Resources Business Partner at Exton, Pennsylvania Full Time

As a market leader, iPipeline combines technology, innovation, and expertise to deliver ground-breaking, award-winning software solutions that transform the life insurance, protection, and financial services industry. With one of the industry’s largest data sets, we help advisors and agents automate, digitally optimize, and grow their business to better secure the financial futures of their clients.

At iPipeline, you’ll play a major role in helping us to provide best-in-class, transformative solutions. We’re passionate, creative, and innovative, and together as a team, we continue to advance, accelerate, and expand the reach of our technology. We value different perspectives and are committed to creating an environment that embraces diverse backgrounds and fosters inclusion.

We’re proud that we’ve been recognized in the industry as a repeat winner of various excellence awards, including our selection as a 2022 Top Workplace in the U.S., and as a Best Life Insurance Software Solution award winner in the UK. We believe that the culture we’ve built for our nearly 900 employees around the word is exceptional and we’ve built a place where our employees love to come to work, every single day.

Come join our team!

We are currently looking for a dynamic Director, Human Resources Business Partnerto join our HR leadership team.

iPipeline is seeking an experienced results-oriented Director, Human Resources Business Partner to support various business functions across the organization. Reporting to the Chief People Officer, this position will work closely with senior leaders and client groups to deliver the people strategy that supports the business strategy focused on business growth, engagement, people development, and providing a consistent global employee experience across the employee lifecycle.

This position will act as a strategic thought partner to the assigned leadership teams and will have a business-focused mindset to help translate business strategies into people and organizational priorities.

Responsibilities:

• Serves as a subject matter expert on human resources areas to include HR policies and procedures, the full life cycle of talent, employee relations, employee communications, and broader workforce retention and development.
• Provides strategic direction to key functions and leaders in the areas of leadership and talent development, organizational design, effectiveness, and alignment, building employee engagement, effective performance management, employee relations, reporting and analytics, program management, and various projects that drive value to the business.
• Provides coaching and guidance to leaders to further develop their leadership capabilities.
• Leads talent reviews, calibration meetings, year-end performance review and merit process, engagement survey action planning, and retention.
• Key point of contact for leaders; providing insights, advice, and support on people related matters including employee relations.
• Leads job structure, job levels, compensation structure, and career pathing initiatives.
• Identifies talent gaps and development areas across client groups.
• Initiates and supports Diversity, Equity, Inclusion, and Belonging initiatives.
• Collaborate with other COEs to development, implement, and execute on HR programs.
• Uses data to drive decisions – Assesses and interprets information, presents insights and recommendations on leadership effectiveness and performance.
• Initiates and supports the need for change within the HR team and across the business to support growth, the need to scale, and create a common employee experience across the employee lifecycle.

Qualifications:

• Bachelor’s degree in Human Resources, Business, or a related field.
• 12 years of HR Business Partner experience in roles of progressively increasing in scope and responsibility.
• Solid experience in organizational design, leadership development, and coaching.
• Excellent communication skills, both written and verbal with the ability to influence, collaborate, and build credibility.
• Experience leading Diversity, Equity, Inclusion, and Belonging initiatives
• Thorough understanding and working knowledge of job structure, job levels, compensation structures, and career pathing.
• Strong analytical and problem-solving skills.
• Technically proficient in MS Office Suite including advanced spreadsheet (pivot tables, v look-up), PowerPoint and exposure to other technology systems,

• Demonstrated competence in the various HR functional areas, especially employee relations, and change management.
• Proven track record and ability to partner with the senior business leaders, global people leaders, and across regions to successfully drive organization initiatives, gain commitment, and implement sustainable change.

• High degree of attention to detail and comfort working with ambiguity.
• Strong understanding of employment laws and regulations.
• Global experience a plus.
• Hands on approach; willing to roll up sleeves to deliver results.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)