Our Client is one of the United States’ largest insurers, providing a wide range of insurance and financial services products with gross written premiums well over US$25 Billion (P&C). They proudly serve more than 10 million U.S. households with more than 19 million individual policies across all 50 states through the efforts of over 48,000 exclusive and independent agents and nearly 18,500 employees. Finally, our Client is part of one the largest Insurance Groups in the world.

About the Role

As a Workforce Associate Architect, you will partner with business leaders and the Talent & Workforce Strategy team to help shape the workforce required to execute business strategy.

This is a highly consultative role for someone who is curious, comfortable challenging assumptions, and able to turn complex business and workforce questions into structured options, recommendations, and action plans.

The role supports the Workforce Architect in understanding how work gets done today, identifying opportunities to redesign the workforce and operating model, and helping leaders make informed decisions about roles, capabilities, organizational structures, workforce capacity, and future ways of working.

Requirements

What We're Looking For

Core experience

• Workforce strategy or strategic workforce planning
• Management or business consulting
• Business transformation
• Organizational design or target operating model redesign
• Organizational effectiveness
• Workforce transformation
• Project/program management
• Change management
• Business strategy or transformation
• Fluent English proficiency.

Consulting & stakeholder capabilities

• Consultant behavior: intellectually curious, asks thoughtful questions, challenges constructively, and does not simply accept the initial problem statement.
• Strong stakeholder management and relationship-building skills.
• Ability to work with stakeholders across different levels and functions.
• Confidence facilitating meetings, workshops, and difficult discussions.
• Strong executive communication and presentation skills.
• Ability to convert ambiguous problems into structured analysis and recommendations.
• Strong organization, prioritization, and follow-through.
• Experience managing multiple workstreams, actions, decisions, risks, and dependencies.
• Comfort working in environments where the answer is not known at the outset.
• Ability to balance analytical evidence with business judgment.

Nice to Have

• Bachelor’s degree in Business, Human Resources, Finance, Statistics, or a related field.
• Knowledge and experience in financial markets, insurance markets, and/or the US insurance market.
• Prior traditional HR experience is nice to have. Relevant workforce, transformation, consulting, organizational-design, or business experience can provide the foundation for success in this role.

Benefits

Competitive compensation and benefits package:

1. Competitive salary and performance-based bonuses
2. Comprehensive benefits package
3. Career development and training opportunities
4. Flexible work arrangements (remote and/or office-based)
5. Dynamic and inclusive work culture within a globally renowned group
6. Private Health Insurance
7. Pension Plan
8. Paid Time Off
9. Training & Development

Note: Benefits differ based on employee level.

By applying for this position, candidates acknowledge and agree that:

• Personal Data Processing: The personal data provided during the recruitment and selection process will be collected, processed, and retained for legitimate recruitment and compliance purposes, in accordance with applicable data protection and privacy laws and FBS internal policies.

• Legal Authorization to Work: Employment with FBS is conditional upon the candidate having valid, local legal authorization to work in the country where the role is based at the time of hire. FBS does not sponsor or obtain work authorization unless explicitly stated.

• Exclusivity of Employment and Conflict of Interest: Upon acceptance of an offer and during employment with FBS, employees will not be permitted to engage in parallel employment, professional activities, or paid work for other entities. Any ownership, partnership, directorship, or participation in other businesses or companies must be fully disclosed and formally reviewed in accordance with FBS internal conflict‑of‑interest and external engagement policies prior to the start date or as soon as such circumstances arise.

Failure to comply with these conditions may impact the hiring decision or employment continuation.