AVP, Human Resource Business Partner

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.

Human Resources

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.

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Travelers is seeking an experienced HR Business Partner to serve as AVP, Human Resources supporting our Enterprise Data, Digital & Analytics organization. In this high-impact role, you will embed directly with business leaders—translating complex organizational challenges into thoughtful HR strategies that accelerate innovation, strengthen talent pipelines, and drive business outcomes.

You will have the opportunity to bring your deep experience partnering with technology and/or data-driven organizations, a comfort level navigating fast-moving environments, and a consulting orientation that will earn you a seat at the table as a trusted advisor to the business.

• Serve as a strategic advisor to business leaders on complex HR and organizational challenges within technology, data and analytics functions.
• 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.

• 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.
• Collaborate with Enterprise Talent Management to leverage enterprise tools such as skills assessments and gap analyses to build a clear picture of organizational capability and future-readiness.
• Champion enterprise hiring, development, and advancement practices; assist management in building an inclusive workforce.

• Consult with Compensation and business partners on compensation decisions, 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.

• 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.

• 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.

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

• 10+ years of…