Job Description

You desire impactful work.



You'reRGA ready



RGA is a purpose-driven organization working to solve today's challenges through innovation and collaboration. A Fortune 200 Company and listed among itsWorld's Most Admired Companies, we're the only global reinsurance company to focus primarily on life- and health-related solutions. Join our multinational team of intelligent, motivated, and collaborative people, and help us make financial protection accessible to all.



A Brief Overview



The Regional Talent Management Lead plays a critical role in shaping and executing talent strategies that support the region's business growth and performance. This role partners with the HR Regional Lead, Regional Business leaders and HR teams to drive organizational effectiveness, build leadership& talent pipelines, and enable talent mobility to ensure the region is equipped with the right talent to navigate the complexities of the reinsurance market. This is both a hands-on and leadership position that focuses on building and implementing consistent frameworks, methodologies, and approaches that drive a learning and engaged culture.



What you will do



Talent Strategy& Organizational Design: Lead Regional talent strategy aligned with global Talent& OD, and regional business priorities, in partnership with Regional HR Lead and regional business leaders. Partner with Regional HR Lead and business leaders in organizational design efforts to assess and evolve organizational design and optimize structures, processes, and roles to meet the needs of existing and changing business needs. Conduct organizational diagnostics and workforce modeling to support agile team structures and cross-functional collaboration. Facilitate design and implementation of operating models and organizational structures that enable an engaged and dispersed workforce. Deploying and establishing consistent frameworks, methodologies, and best practices for organizational effectiveness. Talent Review& Assessment: Deploy and execute the quarterly Talent Review process, ensuring robust talent calibration across all functional areas and key job families. Facilitate talent discussions with regional leadership to identify high-potential employees and critical talent gaps. Use data-driven insights to inform development plans and mobility opportunities globally and across the region. Succession Planning: Drive succession planning for key leadership, and critical roles. Identify successors and create targeted development plans, including international rotations, mentoring, and training. Monitor succession health and readiness metrics, reporting regularly to global HR and business leadership. Leadership& Talent- Development and Learning: Translate the current and future development needs into L strategies and practices that help grow emerging leaders, build excellent management and accelerates leadership competencies needed to grow the organization. Develop and implement leadership development programs tailored to the business context, including risk leadership, client engagement, and regulatory acumen. Create and deploy a learning strategy for the region, leveraging global Learning tools and creating customized regional offerings. Promote learning programs internally through robust communication and branding strategies, driving engagement for both formal and informal learning experiences. Utilize data analytics and reporting to track the effectiveness of training programs, ensuring continuous improvement. Enable structured career pathing and exposure to global markets. Enhance team performance through the development of high-impact team effectiveness methods including designing and facilitating team workshops. Support coaching employees, managers and leader development. Builds development pathways for individual contributors in support of personal growth and talent development. Performance Management: Lead the performance management cycle, support execution of the performance management process by providing tools and support to the HRBPs and business leaders. Analyze performance trends to inform talent decisions strategies. Employee Engagement& Retention: Analyze engagement data and lead regional action planning to enhance employee experience, especially in high-pressure roles. Collaborate on internal communications and change initiatives to improve engagement and business outcomes Diversity, Equity& Inclusion (DEI): Champion inclusive talent practices, in talent pipelines and leadership roles. Support regional DEI initiatives aligned with global commitments and regulatory expectations. Talent Analytics& Reporting: Leverage talent analytics to provide insights on workforce trends, succession risks, and development needs.

Qualifications



Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Business, Organizational Psychology, or related field required Master's degree in Arts/Sciences (MA/MS) in Human Resources, Business, Organizational Psychology, or related field preferred 10+ Years of HR or talent management experience, with at least 3 years in a regional or global role within financial services or insurance/reinsurance. required Track record of collaborating successfully with all levels of the organization from the front line to executives required Strong cognitive ability; ability to simplify complex situations; ability to make sound judgments; ability to research and analyze various types of data. required Excellent verbal and written communication skills, including senior leader level presentations. required Proven consultative approach that includes identifying needs, identifying deliverables, presenting results/recommendations, developing action plans, and influencing. High level of business acumen. required Demonstrated expertise in leading major organizational change and transformation. Experience utilizing digital platforms and learning technologies for scalable, measurable outcome strongly preferred. required Strong facilitation, coaching, and stakeholder management skills. required Proven experience in organization design, succession planning, and leadership development. required Familiarity with reinsurance-specific roles and career paths preferred Proficiency in HRIS and talent platforms (e.g., Workday, Qualtrics). preferred Certifications in talent management, organization design, or leadership development (e.g., SHRM-SCP, CIPD, Korn Ferry). preferred

What you can expect from RGA:

Gain valuable knowledge from and experience with diverse, caring colleagues around the world. Enjoy a respectful, welcoming environment that fosters individuality and encourages pioneering thought. * Join the bright and creative minds of RGA, and experience vast, endless career potential.