Senior Director - HR

The Boston Mutual Life Mission:

We provide access to insurance solutions designed to protect you, your future, and the people you care about because you and your family matter.

Leaders at Boston Mutual play a critical role in shaping how our mission comes to life for our customers, partners, and employees. A key part of your role is to coach, mentor, and develop your team, helping individuals grow, build confidence, and succeed.Through your decisions, communication, and leadership, you are accountable for driving a consistent, customer-centered approach that aligns to our strategy and supports our transformation forward.

You’ll lead a team that makes a difference for families, fosters a supportive and collaborative environment, and delivers meaningful impact, guided by our Leadership Behavioral Norms:

• Alignment – Ensure shared understanding of goals and priorities
• Resilience – Persevere through challenges and adapt to change
• Passion – Inspire energy, purpose, and a growth mindset
• Accountability – Take ownership and responsibility for outcomes
• Transparency – Communicate openly and honestly

These are further reinforced by the qualities we value: integrity, curiosity, trust, respect, inclusiveness, collaboration, empathy, clarity, honesty, and commitment, which guide how you support your team, make decisions, and lead by example every day.

Summary of Position:

The Sr. Director of HR reports directly to the EVP – People & Transformation and serves as a strategic HR leader responsible for aligning the employee life cycle with talent programs, employee relations, total rewards, talent acquisition and organizational initiatives with enterprise priorities.

The primary responsibilities of this role include leading HR strategy and operations, coaching and advising leaders, strengthening employee engagement and culture, ensuring compliant and consistent HR practices, and supporting organizational transformation through effective change management, workforce planning, and talent development.

The Sr. Director of HR is expected to:

• Partner with executive and senior leadership to translate business priorities into practical people strategies that support organizational goals, transformation initiatives, and a positive employee experience.
• Provide strategic guidance and coaching to leaders on organizational design, workforce planning, performance management, employee relations, change management, and leadership effectiveness.
• Lead the development, implementation, and continuous improvement of HR programs, policies, and processes that are consistent, compliant, scalable, and aligned with company values.
• Oversee employee relations matters, including complex workplace concerns, investigations, performance issues, corrective actions, and resolution strategies, while ensuring fairness, confidentiality, and legal compliance.
• Drive talent management practices, including succession planning, leadership development, career growth, performance cycles, and retention strategies that strengthen organizational capability.
• Led Talent Acquisition, Total Rewards, HR Operations, to deliver integrated HR solutions and a seamless employee lifecycle experience.
• Work with the HR team to develop and support a compensation and benefits strategy that is reviewed with the EVP of People & Transformation and aligned with organizational priorities.
• Use workforce data, employee feedback, HR metrics, and business insights to identify trends, recommend solutions, and measure the effectiveness of people initiatives.
• Champion employee engagement, inclusion, collaboration, and culture-building efforts that reinforce leadership behavioral norms and support a respectful, high-performing workplace.
• Ensure HR practices comply with applicable federal, state, and local employment laws and support appropriate risk management, documentation, and governance standards.
• Lead, mentor, and develop HR team members, fostering accountability, collaboration, service excellence, and continuous improvement within the HR function.
• Represent the People & Transformation function in cross-functional initiatives, committees, and enterprise projects, serving as a trusted advisor and advocate for effective people-centered solutions.

Qualifications

Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required; equivalent combination of education and directly related experience may be considered.
• Master’s degree in Human Resources, Business Administration, Organizational Leadership, or a related discipline preferred.

Experience:

• Minimum of 10+ years of progressive Human Resources experience, including significant experience partnering with senior leaders and leading strategic HR initiatives.
• Minimum of 5 years of leadership experience managing, coaching, and developing HR professionals or cross-functional teams.
• Demonstrated experience in employee relations, organizational design, talent management, talent acquisition, performance management, change management, workforce planning, and HR program implementation.
• Experience supporting business transformation, culture initiatives, and enterprise-wide people strategies in a complex or evolving organization preferred.

Knowledge Requirements:

• Strong knowledge of HR principles, practices, employment laws, and regulatory requirements, including employee relations, performance management, documentation, investigations, leave practices, accommodations, and compliance expectations.
• Demonstrated ability to serve as a trusted advisor to senior leaders, balancing business needs with sound people judgment, risk awareness, and employee-centered decision-making.
• Strong leadership, coaching, facilitation, conflict resolution, consultation, and influencing skills across all levels of the organization.
• Ability to translate business priorities into practical HR strategies, programs, and processes that support organizational effectiveness and employee engagement.
• Knowledge of talent management practices, including succession planning, leadership development, career growth, retention strategies, and performance cycle execution.
• Ability to analyze workforce data, identify trends, develop insights, and recommend practical solutions that improve HR and business outcomes.
• Strong project management, change management, communication, and stakeholder management skills with the ability to lead multiple priorities in a fast-paced environment.
• Demonstrated commitment to building inclusive, respectful, collaborative, and high-performing workplace cultures aligned with organizational mission and leadership behavioral norms.
• Proficiency with HR systems, Microsoft Office applications, reporting tools, and related technology used to manage HR programs, records, and workforce information.

Certifications/Licensures:

• Professional HR certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR preferred.

Boston Mutual is an equal opportunity employer, and does not discriminate on the basis of race, color, age, religious creed, national origin, ancestry, sex, sexual orientation, gender identity, genetic information, disability, military service, veteran status, family status, pregnancy, or any other characteristic protected by federal or state laws. Boston Mutual is a drug-free workplace.

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