Lead Talent Management & Development

MSIG USA continues to grow!

Company Overview:

MSIG USA is the US-based subsidiary of  MS&AD Insurance Group Holdings, Inc. , one of the world’s top P&C carriers and a global Class 15 insurer, with A+ ratings and a reach that spans 40+ countries and regions. Leveraging our 350-year heritage, MSIG USA brings the financial strength, expertise, and global footprint to offer commercial insurance solutions that address your business’s unique risks.

Summary / Job Purpose:

The Lead Talent Management & Development plays a key role in advancing MSIG USA's talent strategy by partnering with the Head of Talent Management to implement, administer, and continuously improve enterprise talent programs and processes. This role serves as a lead contributor across performance management, learning and development, talent analytics, HR technology, and talent program governance, while supporting broader talent management, succession planning, and leadership development initiatives.

As a member of a small, highly collaborative Talent team, this position helps build and scale foundational talent processes, systems, reporting, and employee development programs that strengthen organizational capability and support long-term business objectives. The role combines strategic thinking, project leadership, technology expertise, and operational execution to ensure talent programs are effective, scalable, data-driven, and aligned with business needs.

Essential Functions:

- Performance Management (Primary Ownership) Lead the administration, execution, and continuous improvement of enterprise performance management programs, processes, communications, and annual review cycles.
- Coordinate goal-setting, performance review, calibration, and talent assessment activities across the organization.
- Develop manager and employee resources, training materials, and guidance that support effective performance and development conversations.
- Monitor participation, outcomes, and performance metrics, identifying trends, risks, and opportunities for improvement.
- Partner with HR Business Partners and leaders to support adoption and effectiveness of performance management practices.

- Talent Analytics, Technology & Program Governance (Primary Ownership) Develop and maintain talent dashboards, workforce analytics, performance metrics, learning reporting, succession metrics, and executive-level presentations.
- Translate workforce and talent data into actionable insights and recommendations for HR and business leadership.
- Serve as a functional lead for Workday Talent, Learning, Performance, and Succession processes, reporting, testing, and system enhancements.
- Lead talent program governance activities, including documentation, communications, annual calendars, reporting, process administration, and compliance requirements.
- Identify and implement process improvement opportunities that enhance efficiency, scalability, user experience, and program effectiveness.
- Partner across HR functions to ensure alignment of talent programs throughout the employee lifecycle.

- Learning & Development (Shared Ownership) Lead the administration, coordination, and continuous improvement of enterprise learning and development programs.
- Partner with business leaders and HR stakeholders to identify capability needs and implement learning solutions that support employee and organizational growth.
- Manage learning program logistics, vendor relationships, communications, enrollment, participant tracking, and program evaluation.
- Maintain learning technology, records, reporting, and development resources.
- Evaluate learning effectiveness through participation data, feedback, business outcomes, and workforce capability measures.

- Talent Management & Succession Planning (Shared Ownership) Partner with the Head of Talent Management to support talent review, succession planning, career development, and high-potential talent initiatives.
- Maintain talent profiles, succession plans, development plans, and related talent management documentation.
- Analyze talent data to identify succession risks, capability gaps, retention concerns, and development opportunities.
- Support facilitation, communications, reporting, and follow-up activities related to talent review and succession planning processes.
- Contribute to the development of career frameworks, competency models, and employee growth resources.

- Leadership Development, Engagement & Talent Initiatives (Supporting Role) Support leadership development programs, leadership pipeline initiatives, and targeted development experiences.
- Assist with employee engagement surveys, listening strategies, action planning, and related reporting activities.
- Support inclusive talent practices, employee development initiatives, and organizational effectiveness programs.
- Partner with HR and business leaders to support employee experience, recognition, and culture-building efforts.

Supervisory Responsibilities:

This position does not have direct people management responsibility. However, the role provides project leadership and functional oversight for talent initiatives, vendors, facilitators, cross-functional project teams, and enterprise program stakeholders. The position is expected to influence outcomes, drive accountability, and lead complex talent-related initiatives across the organization.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience Required:

- Bachelor's degree in Human Resources, Business Administration, Organizational Development, Organizational Psychology, Education, or a related field.
- 10+ years of progressive Human Resources, Talent Management, Learning & Development, Organizational Development, Talent Operations, or related experience.
- Demonstrated experience leading or administering enterprise performance management, learning and development, talent management, or workforce capability programs.
- Experience building, implementing, and continuously improving HR programs, processes, and employee lifecycle initiatives.
- Experience partnering with senior leaders, HR Business Partners, and multiple stakeholders across an organization.
- Strong experience leveraging workforce, talent, or program data to develop insights, reporting, and recommendations.
- Experience utilizing Workday, talent management systems, learning management systems, HR technology platforms, and reporting tools.

Preferred Qualifications:

- Experience supporting performance management, talent reviews, succession planning, leadership development, or career development programs.
- Experience administering and optimizing Workday Talent, Learning, Performance, Succession, or related HR technology platforms.
- Experience developing workforce dashboards, HR analytics, reporting, and executive presentations.
- Experience with employee engagement surveys, listening strategies, and action planning.
- SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, or related professional certification.
- Property & Casualty Insurance, Financial Services, or other regulated industry experience.

Knowledge, Skills and Abilities:

- Strong knowledge of performance management, learning and development, talent management, workforce analytics, and HR technology platforms.
- Demonstrated ability to lead and administer enterprise talent programs, annual talent cycles, and cross-functional initiatives.
- Strong analytical and problem-solving skills, including the ability to interpret workforce data and develop actionable recommendations.
- Strong project management, organizational, and process improvement capabilities with the ability to manage multiple priorities and stakeholders.
- Experience developing dashboards, reports, metrics, and executive-level presentations that support business decision-making.
- Excellent written, verbal, facilitation, and presentation skills.
- Ability to establish credibility and build effective working relationships across all levels of the organization.
- Proficiency with Workday, Learning Management Systems, Microsoft Excel, PowerPoint, Word, Teams, and other HR technology platforms.
- Ability to handle confidential and sensitive information with discretion and sound judgment.

Salary: The base pay range is $140,000.00 - 160,000.00 . Salary determinations are based on various factors, including but not limited to, relevant work experience, skills, certifications and location.

Additional Benefits:  
Healthcare and Retirement Benefits
Comprehensive medical, dental, and vision coverage
401(k) with a generous employer match and profit-sharing contribution
Wellness incentive program
Life and accidental death and dismemberment (AD&D) insurance
Flexible spending programs
Short-term and long-term disability plans

Additional Benefit Programs
Paid time off program
Paid charitable leave
Paid parental leave
Tuition reimbursement program
Personal insurance (auto/homeowners) discounts


It's an exciting time for our company and a great opportunity to join a financially sound and growing global insurance group!

It is the policy of MSIG USA to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, MSIG USA will provide reasonable accommodations for qualified individuals with disabilities.