AVP – Human Resources

Who Are We?

Taking care of our customers, our communities and each other. That’s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it.

Compensation Overview

The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards.

Salary Range

$161,400.00 – $266,300.00

Target Openings

1

What Is the Opportunity?

At Travelers, we are committed to delivering exceptional experiences for our customers and employees across the enterprise. As an AVP, Human Resources (HR) Business Partner, you will serve as a trusted strategic advisor to senior business leaders for an assigned client group, aligning HR strategies with business objectives. In this role, you will partner across the HR function to drive organizational effectiveness, develop talent, and advance a culture of engagement and performance. This role requires a combination of strategic thinking, strong business acumen, and advanced ability to influence at all levels of the organization. Employees in this role may have direct people leadership responsibilities.

What Will You Do?

Strategic Partnership & Organization Effectiveness

• Serve as a strategic advisor to business leaders on complex HR and organizational challenges.
• Participate in business planning and management processes; translate business strategy into people strategies that support major initiatives.
• Lead change leadership/management and team effectiveness efforts as the organization evolves through transformation.
• Identify and address organizational design needs, workforce planning gaps, and leadership capability opportunities.

Talent Management & Employee Development

• Continuously assess talent pools, competency readiness, and bench strength across business areas—championing a “right person, right job, right time” philosophy.
• Partner with leadership to identify, develop, and retain key talent; develop proactive strategies to mitigate attrition risk.
• Champion enterprise hiring, development, and advancement practices

Compensation & Performance Management

• Consult with Compensation and business partners on compensation decisions and communications, ensuring alignment with pay-for-performance philosophy.
• Oversee the performance management cycle, ensuring quality, timeliness, and equitable outcomes.
• Provide guidance to managers on effective performance practices and employee development conversations.

Employee Relations

• Maintain a positive, fair, and inclusive work environment; proactively identify and resolve potential employee relations issues.
• In partnership with Employee Relations and Legal, advise and coach managers on sensitive or complex employee matters, balancing legal risk with business needs.
• Conduct investigations, site assessments, and informal dispute resolutions with objectivity and sound judgment.

Staffing & Recruitment

• Partner with Talent Acquisition to ensure qualified candidate pools for roles.
• Advise on job design, core competency frameworks, and skill requirements to ensure consistency and market alignment.
• Identify staffing trends and proactively flag workforce risks and opportunities to leadership.

HR Team Partnership

• Serve as a trusted coach and resource for HR colleagues and business managers alike.

Perform other duties as assigned.

What Will Our Ideal Candidate Have?

• Ten or more years of Human Resources experience, preferably with a strong background in an HR Business Partner or generalist role.
• College degree in Human Resources, Industrial Relations, business or other related course of study or equivalent.
• Previous management experience.
• Knowledge of property casualty insurance helpful.

What is a Must Have?

• Minimum of eight years related work experience, with experience in a generalist role.
• Broad knowledge of human resources including organization development, employee relations, performance management, compensation and talent acquisition.

What Is in It for You?

• Health Insurance: Employees and their eligible family members – including spouses, domestic partners, and children – are eligible for coverage from the first day of employment.
• Retirement: Travelers matches your 401(k) contributions dollar-for-dollar up to your first 5% of eligible pay, subject to an annual maximum. If you have student loan debt, you can enroll in the Paying it Forward Savings Program. When you make a payment toward your student loan, Travelers will make an annual contribution into your 401(k) account. You are also eligible for a Pension Plan that is 100% funded by Travelers.
• Paid Time Off: Start your career at Travelers with a minimum of 20 days Paid Time Off annually, plus nine paid company Holidays.
• Wellness Program: The Travelers wellness program is comprised of tools, discounts and resources that empower you to achieve your wellness goals and caregiving needs. In addition, our mental health program provides access to free professional counseling services, health coaching and other resources to support your daily life needs.
• Volunteer Encouragement: We have a deep commitment to the communities we serve and encourage our employees to get involved. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice.

Employment Practices

Travelers is an equal opportunity employer. We value the unique abilities and talents each individual brings to our organization and recognize that we benefit in numerous ways from our differences. 

In accordance with local law, candidates seeking employment in Colorado are not required to disclose dates of attendance at or graduation from educational institutions.

If you are a candidate and have specific questions regarding the physical requirements of this role, please send us an email so we may assist you.

Travelers reserves the right to fill this position at a level above or below the level included in this posting.

To learn more about our comprehensive benefit programs please visit http://careers.travelers.com/life-at-travelers/benefits/.