VP, HRBP Finance, Global Risk, Audit

The Team You Will Join

MetLife’s Human Resources global team is at the forefront of building a purpose-driven and inclusive culture that energizes employees to make a difference. As part of the team driving the company’s New Frontier strategy, you will contribute to large-scale, strategic initiatives that fuel business performance. You’ll play a key role in shaping the employee experience, empowering our people to reach new heights and delivering on our purpose, "Always with you, building a more confident future." Make a difference at a Fortune 100 company, as we reimagine how we work, thrive and grow together.

The Opportunity

The Vice President, HR Business Partner for the Financial Management Group, Global Risk Management and Internal Audit is the senior HR Business Partner supporting the MetLife Chief Financial Officer, Chief Risk Officer and Chief Auditor. The incumbent will lead the HR Business Partners supporting these functions and together advise leaders on strategic workforce planning, talent, operating model and organization design. The selected candidate will work closely with regional HR Business Partners and HR centers of expertise to deliver global workforce strategies and advance enterprise priorities.

Key Responsibilities

Trusted advisor to the CFO, CRO and Chief Auditor. Serve as the senior HR partner and a member of the respective leadership teams, bringing a clear point of view on people, organization and culture to shape enterprise and functional decisions, not only HR priorities.

Workforce and talent strategy. Build and execute multi-year workforce and talent plans that support business strategy and transform how work gets done. Anticipate how technology, regulation, market dynamics and evolving skill needs will affect these functions, and address gaps early through build, buy, borrow or automate strategies.

Operating model and organization design. Lead organization design and operating model work across the functions, including how teams are structured, capabilities are deployed and work is performed as automation, AI and shared services reshape the organization. Lead change efforts that enable successful adoption and sustained business outcomes.

Leadership bench and succession. Build a visible and diverse pipeline for critical roles across each function. Partner with senior leaders to strengthen succession plans, coach and develop talent, and leverage learning and development and enterprise talent practices to deliver against leadership priorities.

People insights that drive decisions. Use workforce analytics, key metrics and AI-enabled tools to provide forward-looking insights on attrition risk, skills, productivity, engagement and cost. Translate insights into targeted actions with clear measures of success.

Culture, conduct and independence. Partner with leaders to sustain a high-accountability, speak-up culture that supports sound risk management and the independence of the Risk and Internal Audit functions. Ensure employment policies, procedures and practices are applied consistently, efficiently and in compliance with applicable employment laws.

Lead the HRBP team and enterprise partnership. Build, coach and develop a high-performing HRBP team across the areas of responsibility, strengthening capability in analytics, AI and strategic consulting. Collaborate with regional HRBPs and HR centers of excellence to execute enterprise priorities and core HR deliverables in a fit-for-purpose way.

Required Qualifications

• 15+ years of professional HR experience, including responsibilities in a leadership capacity supporting corporate leaders
• Accomplished change management leader, able to operate effectively in a highly-matrixed environment and exhibit the necessary influence with c-suite leaders
• Team leadership skills with the ability to engage, coach and develop a team of HR professionals.
• Strong critical thinking, problem-solving skills and judgement in support of senior management in working through a path to the delivery of goals & initiatives
• Expertise in organizational design, talent strategy, succession planning and performance enablement
• Ability to lead through ambiguity, challenge the status quo and drive change at scale
• Demonstrated curiosity for AI engagement with awareness of tool application to drive new ways of working

Preferred Qualifications

• Experience leveraging people analytics, AI and automation to drive insights, workforce decisions and measurable business outcomes
• Location Expectation: This is a hybrid role requiring a minimum of 3 days per week in office.
• The expected salary range for this position is $280,000 - $330,000. This role may also be eligible for annual short-term incentive compensation and stock-based long-term incentives. All incentives and benefits are subject to the applicable plan terms.