VP, Talent & Organization Transformation
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What you'll do
- Work side-by-side with consultants, HR, and business leaders to implement talent transformation frameworks and tools.
- Redefine roles, identify skill needs, and support organization structure redesign for four key projects.
- Conduct skills assessments and gap analyses; develop and roll out skilling/reskilling plans.
- Partner with Talent Acquisition to address talent gaps and support hiring needs.
- Capture and share learnings and tools for use across the organization.
- Support tracking of HR-related deliverables, timelines, and commitments.
- Extract from My HR (HRIS) and curate necessary data for analysis: org charts, census, bands, levels, functions, families, job descriptions, etc.
- Facilitate role and structure redesign sessions with HRBPs and business leaders.
- Assign new roles to job families and career bands; clarify new skill requirements.
- Support the adoption of AI and digital tools by helping teams adapt to new workflows.
- Guide and co-facilitate communications and training to help employees and managers adjust to new structures and expectations.
- Collaborate with business and HR to identify new skills and competencies needed due to technology and AI-driven changes.
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
The VP, Talent & Organization Transformation will lead hands-on execution of workforce transition, organizational change, and AI-enabled transformation initiatives. This leader will partner closely with HR, business leaders, and external consultants to design and implement practical solutions that strengthen organizational capability, accelerate adoption of new ways of working, and enable Chubb’s workforce to evolve with the business.
This role is ideal for a highly capable builder — a strategic, execution-oriented leader who thrives in fast-moving environments and is energized by turning transformation strategy into measurable impact.
Key Responsibilities
Talent Transformation Leadership
- Lead the execution of talent transformation frameworks, tools, and workstreams in partnership with HR, business leaders, and consultants.
- Redesign roles, define future skill needs, and support organization structure changes across priority transformation initiatives.
- Conduct skills assessments and gap analyses and translate findings into actionable skilling and reskilling plans.
- Track deliverables, milestones, and commitments to ensure timely and effective execution.
- Capture and scale lessons learned, tools, and approaches for broader organizational use.
Organization and Role Redesign
- Analyze and curate HRIS and workforce data, including org charts, census data, bands, levels, functions, families, and job descriptions, to inform redesign efforts.
- Facilitate role and structure redesign sessions with HRBPs and business leaders.
- Map roles to job families and career bands while clarifying evolving skill requirements.
- Support the adoption of AI and digital tools by helping teams transition to new workflows and operating models.
- Co-develop communications and training to help employees and managers adapt to new structures, expectations, and ways of working.
AI-Enabled Workforce Transformation
- Integrate AI into workforce and talent workflows to improve speed, quality, and scalability of transformation efforts.
- Identify opportunities to reimagine roles and workflows through AI, including task redesign, work augmentation, and automation.
- Help define and maintain a skills taxonomy that reflects current and emerging business needs, including AI-enabled capabilities.
- Use AI-enabled tools and insights to support skills assessment, workforce planning, and talent decision-making.
- Contribute to the design of learning journeys and development pathways aligned to future skills and role expectations.
- Support the creation of career paths and internal mobility frameworks that enable employees to move into evolving roles.
- Identify opportunities to embed AI into recurring HR and transformation processes to improve efficiency and consistency.
Skills Gap Analysis and Workforce Transition
- Partner with business leaders and HR to identify new skills and competencies required by technology and AI-driven change.
- Deploy skills assessment and gap analysis tools to inform upskilling and reskilling strategies.
- Work with HRBPs and Talent Acquisition to close skill gaps through targeted hiring and development.
- Facilitate workshops and planning sessions that help employees navigate career transitions and future opportunities.
Change Management and Communications
- Partner with Communications and Transformation teams to deliver clear, targeted, and timely change messages.
- Support the development and execution of change management plans that drive adoption and reduce resistance.
- Help teams understand new tools, workflows, and expectations associated with AI-enabled ways of working.
Company
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