About Us: Nodak Insurance Company is the primary insurance subsidiary of NI Holdings, Inc., a publicly traded holding company based in Fargo, ND. NI Holdings, Inc., generates its results from the operation of five property and casualty insurance companies – Nodak Insurance Company, American West Insurance Company, Battle Creek Insurance Company, Primero Insurance Company, and Direct Auto Insurance Company. These subsidiaries write property and casualty insurance coverages, including private passenger automobile, non-standard automobile, homeowners, farm owners, crop hail, federal multi-peril crop, and commercial insurance policies.
Today, the organization writes approximately $350M in direct written premiums across six states, namely North Dakota, South Dakota, Nebraska, Illinois, Minnesota, and Arizona, and employs over 200 associates. Nodak Insurance Company is rated A (Excellent) by AM Best and is the largest domestic property casualty insurance company in North Dakota.
Position Overview: We are seeking an experienced, strategic, and driven Assistant Vice President of Human Resources to lead and elevate our HR function. The ideal candidate will have a proven track record of driving HR strategies that align with the company's vision and business objectives. The Assistant Vice President of Human Resources will oversee all HR functions across the company, working closely with leadership to ensure effective recruitment, employee development, employee relations, compliance, and retention. This role will be responsible for enhancing the HR strategy to support business objectives while fostering a positive, inclusive, and high-performance culture.
Key Responsibilities:
- Strategic HR Leadership:
- Manage the day-to-day operations of the HR department, including the development of the existing team.
- Collaborate with senior leadership to develop and execute HR strategies aligned with the company’s overall business goals, and that drive organizational growth and employee satisfaction.
- Provide strategic guidance to senior leadership on workforce planning, talent management, organizational development, and all other HR-related items.
- Talent Acquisition & Recruitment:
- Oversee the recruiting and hiring processes to attract and retain top-tier talent across all levels of the organization.
- Develop strategies to create a more effective and efficient recruitment process that reduces time-to-fill and enhances candidate experience, including the implementation of an effective onboarding program.
- Collaborate with hiring managers to build comprehensive job descriptions, define qualifications, and implement interviewing best practices.
- Lead efforts to expand talent pipelines, including designing a comprehensive internship program that identifies high-potential candidates and creates a clear pipeline for future talent.
- Work with local universities to build lasting relationships to attract top college talent.
- Employee Relations
- Serve as a trusted advisor to employees and management on all HR-related issues.
- Design performance management strategies that include clear metrics, regular feedback, and career development opportunities.
- Foster a culture of recognition, professional growth, and learning to increase employee satisfaction and productivity.
- Compensation & Benefits:
- Oversee the development and management of competitive compensation strategies that align with company goals and market trends.
- Regularly review benefit offerings to ensure the company remains competitive in attracting and retaining top talent.
- Lead compensation planning processes, including annual performance evaluations, merit increases, and incentive programs.
- Assist with the administration of the company’s benefit plans.
- Compliance & Risk Management:
- Ensure compliance with all applicable labor laws, regulations, and reporting requirements.
- Manage employee relations issues, including conflict resolution, disciplinary actions, workplace investigations, terminations, etc.
- Stay up-to-date with HR legal changes and industry trends, ensuring the company is proactive in implementing necessary changes.
- Other
- Lead efforts to improve HR reporting and analytics to provide actionable insights for business decisions.
- Partner with leadership to design and implement leadership development programs that prepare high-potential employees for future roles within the organization.
- Develop a comprehensive succession plan to ensure a smooth transition for key roles within the company.
