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Brown & Brown's Retail Business Segment is seeking a Director of Team Resources to join our growing team!

The Director of Team Resources for Brown & Brown's Retail Business Segment is tasked with implementing growth-focused human capital strategies that directly support business objectives across the business segment.

This position leads the Team Resources (TR) Business Partners, leveraging targeted TR initiatives to attract, engage, and retain high-performing talent. Working closely with TR functional departments, the Director delivers tailored strategies in organizational design, workforce planning, performance management, compensation, regulatory compliance, employment practices, diversity and inclusion, training and development, M&A integration, and talent acquisition, all aligned with business goals and company culture.

The role acts as a key liaison among divisional leaders, dedicated finance business partners, and senior TR leaders. The Director provides strategic counsel to business office leaders on human capital matters and synthesizes teammate feedback to inform leadership decision-making. Maintaining comprehensive knowledge of business operations and the competitive landscape, the Director ensures TR strategies optimize organic growth, margin, and scalability. By applying best practices, this role advances results through talent cultivation, cross-team collaboration, and proactive identification of challenges, driving innovative solutions in a dynamic business environment.

How You Will Contribute:

Leadership of TR Business Partners (TRBP):

• Serves as the primary Team Resources leader for division presidents and senior business leaders, translating business strategy into an aligned human capital vision, priorities, and execution plans across supported businesses.

• Leads the Team Resources Business Partner function across the business segment,, setting clear standards for execution, partnership, and service delivery; assigns business coverage; coaches, develops, and evaluates a team of regional TRBPs; and holds the team accountable to consistent, high-impact practices.

• Drives a high-performance culture, coaching leaders on expectations, feedback, recognition, accountability, underperformance, conflict resolution, and difficult people decisions.

Organizational Design, Workforce Planning & Scalable Growth: 

• Implement Team Resources Operating Model throughout the business segment.

• Partners with the Segment Chief People Officer, finance, and business leaders on organizational design, workforce planning, staffing levels, and compensation alignment to support growth, margins, and scalable operations.

• Evaluates organizational effectiveness, talent capacity, role clarity, spans and layers, leadership bench strength, and retention risk; uses TR data, workforce metrics, and business insight to diagnose issues and make data-driven recommendations.

Talent Strategy, Succession Planning & Performance Standards: 

• Ensures strong partnerships between TRBP’s and Talent Acquisition team to execute hiring plans, attract high-quality talent, improve hiring outcomes, and minimize use of external agencies except when approved.

• Oversee talent review, succession planning, leadership development, career pathing, internal mobility, and learning initiatives utilizing TRBP’s and Centers of Expertise to strengthen bench strength, teammate engagement, and business performance.

• Builds trusted relationships across the supported businesses and stays attuned to leadership and teammate sentiment to strengthen culture, improve the teammate experience, and identify issues early.

Employment Practices & Compliance

• Prioritize tight collaboration between TRBPs and Employment Practices team to deliver proactive, consistent guidance on policy interpretation, documentation, investigations, performance management, disciplinary matters, and risk mitigation; partners closely with Employment Practices and Legal as needed.

• Ensure the TRBP’s influence business compliance with applicable employment laws, regulations, company policies, and achieve acceptable internal audit standards; maintain operating discipline to protect the business and deliver consistent execution.

• Stays current on employment law, human capital best practices, and business trends, and incorporates relevant insight into TR initiatives, leader counsel, and operating standards.

M&A Integration and Change Leadership During Growth

• Leads the people side of growth and change, including assigned acquisitions, integrations, divestitures, restructurings, office expansions or consolidations, and other organizational changes, ensuring continuity, cultural alignment, and retention of critical talent.

​Skills & Experience to be Successful:

• BS/BA degree from an accredited college/university; MBA or MA/MS in business or human resources related field (preferred)

• SHRM Senior Certified Professional (SHRM-SCP) (preferred)

• 15+ years of experience in strategic leadership across functions directing substantial resources.

• Demonstrated success leading TR teams with responsibility for outcomes from talent acquisition, workforce development, employment practices, training, and leader development. 

• Record of forging partnerships with Finance, Technology and other business leaders to collaborate on the long-term maintenance of credible workforce plans and talent forecasts, business performance metrics and reports, and strategies to close talent gaps.

• Prior insurance industry experience (preferred)

Pay Range

The pay range provided above is made in good faith and based on our lowest and highest annual salary or hourly rate paid for the role and takes into account years of experience required, geography, and/or budget for the role.

Teammate Benefits & Total Well-Being

We go beyond standard benefits, focusing on the total well-being of our teammates, including:

• Health Benefits: Medical/Rx, Dental, Vision, Life Insurance, Disability Insurance  
• Financial Benefits: ESPP; 401k; Student Loan Assistance; Tuition Reimbursement 
• Mental Health & Wellness: Free Mental Health & Enhanced Advocacy Services
• Beyond Benefits: Paid Time Off, Holidays, Preferred Partner Discounts and more. 

Not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Benefit details and offerings may vary for subsidiary entities or in specific geographic locations. 

Recruiting Vendor Disclosure Statement

Brown & Brown does not accept unsolicited resumes from external recruiters, recruitment vendors or employment agencies ("Recruiting Vendors"). Recruiting Vendors must have a valid written agreement and received prior written authorization from an authorized Brown & Brown representative before submitting candidates for any publicly posted role. Any unsolicited resumes submitted to Brown & Brown or its employees become the property of Brown & Brown, and no fees will be paid for such submissions. Additional information regarding this policy can be found on our careers page.

The Power To Be Yourself  

As an Equal Opportunity Employer, we are committed to fostering an inclusive environment comprised of people from all backgrounds, with a variety of experiences and perspectives, guided by our Diversity, Inclusion & Belonging (DIB) motto, “The Power to Be Yourself”.