At Allstate, great things happen when our people work together to protect families and their belongings from life’s uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers’ evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection. 

Job Description

The Organizational Talent Advisor - Expert role supports the Principal Talent Advisor to provide strategic partnerships to the executive and senior leadership team within an assigned client group (PL Product & Operations) at Allstate and its family of companies. This role works closely with other Organizational Talent Advisors and HR Centers of Excellence teams (COEs) to consult and advise business leaders on high-impact talent initiatives that attract, develop, engage, and retain employees who drive our shared purpose, a culture of equitable inclusion, performance and innovation. Through our product mindset, this role enables cultural change, talent allocation based on skills and capabilities and other organizational initiatives to drive Transformative Growth.

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Key Responsibilities:

• Through advanced business knowledge and financial acumen, strategic and systems thinking, in-depth knowledge of the employee lifecycle, and client relationships, provides evidence-based consulting on strategic talent initiatives including but not limited to talent/workforce planning, compensation, succession & development, Inclusive Diversity, engagement, Executive coaching, and workforce planning & transitions.
• Applies creative, consultative & strategic problem-solving thought and industry insight to drive business transformation.
• Identifies and implements efficiencies and initiatives that enable future growth, focus on talent enablement to achieve outcome-based delivery, and prepare for future talent needs.  Orchestrating the identification, and development needs of Allstate talent, attract digitally advanced talent and mitigate future attrition risks to ensure we have an engaged and high-performing workforce.
• Leverages data and analytics and internal/external resources to drive digital storytelling and recommend action plans for complex and ambiguous problems.  Utilizes evidence-based communication/storytelling to influence complex talent strategies by presenting data-driven recommendations for an executive audience. Ability to understand and portray both high level context and deep detail based on audience needs or preference.
• Collaborates with HR Centers of Excellence (COEs) teams, utilizes Project/Product Management and HR subject matter expertise to contribute to or lead the delivery of talent strategies of moderate to high complexity to achieve business priorities. Ensures all projects and initiatives are explicitly linked to delivering business objectives and drive business value.
• Supports change management efforts for complex AOR efforts by leading and executing complex change plans and communications as it relates to business strategy changes with associated talent implications.

Supervisory Responsibilities:

• This job does not have supervisory duties.

Education and Experience:

• 4-year bachelor’s degree (Preferred)
• 7 or more years of experience (Preferred)
• In lieu of the above education requirements, an equivalent combination of education and experience may be considered.

Certifications, Licenses, Registrations:

• No Certification, License or Registration is required for the job.
• HR industry certifications preferred

Functional Skills:

• Strong business acumen with talent/people lens
• Foundational understanding of the employee lifecycle and HR system
• Foundational ability for creative problem solving
• Ability to influence up, down, and across
• Challenges the status quo and identifies opportunity for continuous improvement
• Ability to quickly build trust and credibility
• Strong change agility to meet needs of dynamic internal/external environments
• Ability to engage and collaborate with wide variety of different leadership styles and be able to adapt quickly

• #LI-MC1

Skills

Change Management, Collaboration, Consultative Approach, Customer Centricity, Digital Literacy, HR Business Partnership, Inclusive Leadership, Influencing Skills, Learning Agility, Results-Oriented

Compensation

Compensation offered for this role is 100,000.00 - 170,500.00 annually and is based on experience and qualifications.

The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn’t just a job — it’s an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger – a winning team making a meaningful impact.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For jobs in San Francisco, please click “here” for information regarding the San Francisco Fair Chance Ordinance.

For jobs in Los Angeles, please click “here” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.

To view the “EEO Know Your Rights” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.

To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.

It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.