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Senior People Partner, FP&A, Investor Relations, Strategy and Corporate Development and Treasury

The Horton Group, a Marsh & McLennan Agency LLC Company1,711 open roles

Where
New York - 1166
Work mode
Hybrid
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Your applicationOpen nowSenior People Partner, FP&A, Investor Relations, Strategy and Corporate Development and TreasuryThe Horton Group, a Marsh & McLennan Agency LLC Company · New York - 1166

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The clock on this job

Early applications get read.

8.1% of postings close within 7 days. Measured by our own scanner across the market. The Horton Group, a Marsh & McLennan Agency LLC Company postings stay open a median of 29 days.

Share of postings closed within
  1. 1.8%1 day
  2. 3.5%3 days
  3. 8.1%7 days
  4. 15.1%14 days
  5. 33.9%30 days
This job: posted yesterday

The Horton Group, a Marsh & McLennan Agency LLC Company median: 29 days open

The posting

Company:

Marsh

Description:

As part of the Marsh Corporate HR team, the Senior People Partner for FP&A, Investor Relations (IR), Strategy & Corporate Development (S&CD), and Treasury provides strategic, forward-looking HR counsel to leaders across the Finance organization and their global leadership teams.

What can you expect?

The Senior People Partner owns the relationship with these leaders and leverages resources from our Centers of Expertise (COEs) and regional HR managers to deliver exceptional service. The role is responsible for helping leaders develop and execute talent strategies and solutions that enable them to meet business objectives.

As an advisor on people strategy, the Senior People Partner collects and synthesizes information to diagnose talent issues and priorities and presents insights to business leaders and Marsh’s Corporate Chief People Officer to inform decision-making and shape strategic plans.

This role reports to Marsh’s Corporate CPO and requires working from our NYC office at least three days per week.

We will count on you to:

  • Collaborate with COE colleagues and HR managers to implement global initiatives across the full range of HR solutions.
  • Proactively identify opportunities to drive consistency and deploy enterprise-wide solutions, tailoring approaches as needed to meet local requirements across the corporate functions.
  • Build deep understanding of the corporate functions’ global operations by staying informed about workforce challenges, human capital needs, and capability gaps.
  • Facilitate strong partnerships between function leaders and HR COE advisors to ensure comprehensive representation of the HR portfolio.
  • Provide insights to COEs to inform program design.
  • Partner with Talent Development to identify the learning and development needs of the functions.
  • Oversee and promote learning and development initiatives to build a strong learning culture and support internal mobility.
  • Conduct talent reviews and succession planning discussions with leaders to assess pipeline and bench strength.
  • Partner with leaders to develop and implement development plans for colleagues that strengthen the leadership pipeline.
  • Partner with leaders and the Total Rewards COE on competitive reward strategies to attract and retain talent.
  • Lead the annual year-end process end to end for the function supported.
  • Collaborate with leaders on organizational effectiveness and design projects. This may also include supporting nearshoring, offshoring, and other talent strategies to meet the function’s needs.
  • Partner with local HR teams across global regions and countries to ensure seamless execution of function strategies in those locations.
  • Partner with leaders and the Culture COE on initiatives that promote and strengthen an inclusive environment.
  • Collaborate with leaders to provide input on talent sourcing strategies and participate in candidate interviews and selection for senior roles, as appropriate.
  • Champion enterprise culture within the function by leading change initiatives and serving as an ambassador for HR policies, procedures, and initiatives.
  • Provide input on colleague engagement survey design, review results with leaders, and partner with them to develop action plans based on findings.
  • Serve as an advisor on Employee Relations (ER) issues in partnership with the ER COE and Legal.
  • Act as the senior business representative in regulatory or statutory processes, such as works councils or immigration matters, when necessary.
  • Lead and facilitate cross-functional initiatives assigned by the Corporate CPO.

What you need to have:

  • A Bachelor’s degree.
  • A minimum of 15 years of HR experience, preferably within a large, globally matrixed organization.
  • Experience developing plans to address talent and people-related challenges or goals.
  • Proven ability to coach and advise senior leaders, including challenging perspectives when necessary to support thorough evaluation of issues and options.

What makes you stand out:

  • Strong desire to learn about the function being supported and build deep knowledge of the different groups in order to support the function more effectively.
  • Demonstrated experience using data and technology to support leaders in making informed decisions.
  • Knowledge and experience operating within regulatory and statutory environments and markets.
  • Excellent written and verbal communication skills.
  • Highly collaborative and responsive team player with a strong focus on client and team needs.
  • Actively contribute to team meetings, offsites, and initiatives that support the Corporate HR team and the broader HR organization.
  • Stay current with HR and industry trends and share knowledge and key experiences with colleagues and leaders.

Why join our team:

  • We help you be your best through professional development opportunities, interesting work, and supportive leaders.
  • We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have impact for colleagues, clients, and communities.
  • Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.

​The applicable base salary range for this role is $139,800 to $279,500.

The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. In addition to the base salary, this position may be eligible for performance-based incentives.

We are excited to offer a competitive total rewards package which includes health and welfare benefits, tuition assistance, 401K savings and other retirement programs as well as employee assistance programs.

For U.S. colleagues only, click here to review additional responsibilities and our reasonable accommodations standards.

Marsh (NYSE: MRSH) is a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information, visit marsh.com, or follow us on LinkedIn and X.

Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law. If you have a need that requires accommodation, please let us know by contacting [email protected].

Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.

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