Regional Talent Development Leader, South Region (Bilingual)

ABOUT US

At HUB International , we are a team of entrepreneurs. We believe in protecting and supporting the aspirations of individuals, families, and businesses. We help our clients evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees to learn, grow, and make a difference. Our structure enables our teams to maintain their own unique, regional culture while leveraging support and resources from our corporate centers of excellence.

HUB is one of the largest global insurance and employee benefits broker, providing a boundaryless array of business insurance, employee benefits, risk services, personal insurance, retirement, and private wealth management products and services. With over $5 billion in revenue and more than 20,000 employees in 600 offices throughout North America, HUB has grown substantially, in part due to our industry leading success in mergers and acquisitions.

Position Summary

The Regional Talent Development Leader will join a high-performing team of talent professionals who are well respected and valued for their expertise, ability to deliver high quality work, effective collaboration style, and for being strong stewards of the evolution of our HR function.

This is a highly visible role that operates at two levels simultaneously – building regional capability and responding to local business needs, while contributing meaningfully to enterprise-wide programs and initiatives. The right candidate moves fluidly between regional execution and enterprise strategy.

This position will have a hybrid work arrangement with a minimum of three days per week in the office.

Open to the following locations

• Charlotte, NC
• Nashville, TN
• Orlando, FL
• Miami, FL
• Metairie, LA

How You’ll Lead

You’ll lead with a consulting mindset in everything you do – leading with curiosity before solutions, probing to understand the real business need, then applying the right expertise to address it:

• Talent Management – putting people in the right roles via Continuous Performance Management, Talent Review and Calibration, and Succession Planning.
• Talent Development – growing people in their current roles or preparing them for future ones through training, coaching, and leadership development programs.
• Organizational Effectiveness – aligning Hub structure, process, and workflows through team collaboration fixes, leadership stand up, workflow challenges, and building team culture.

What This Looks Like Day to Day

• Consults first and frames work around outcomes – approaches every request with a beginner’s mind, diagnosing the real business problem before proposing solutions, and ensuring what’s delivered meets business outcomes in meaningful and measurable ways.
• Exercises planning discipline – before diving into execution, starts with the end in mind and works backwards from there – thinking critically about interdependencies and downstream effects so the plan holds up beyond the immediate task.
• Brings proactive insight – surfaces patterns, themes, and perspective the team and business wouldn’t otherwise see, connecting dots that unlock greater capacity and capability – not only reporting what happened, but revealing what it means and what to do about it.
• Takes clear accountability, to their work and to the team – acts as the single point of ownership (the “A”) for outcomes, follows through and answers for results, not just activity. Steps up for what the team needs, even if it’s outside their lane.
• Thinks critically and brings genuine breadth – builds recommendations based on evidence and thorough analysis, drawing on the full landscape of talent programs and organizational effectiveness to advise across it, not execute with talent programming primarily.

Key Areas of Responsibility

• In partnership with HR Leads, define and execute an annual talent development roadmap for the Super Region, aligned to each Hub’s business strategy.
• Conduct needs analysis to identify capability gaps and specific local development priorities.
• Proactively consult and partner with the broader Talent Development team and regional HR Leads to keep regional and enterprise-wide programs aligned and grounded in business outcomes – sharing regional insights that strengthen enterprise programs, and balancing enterprise commitments with regional priorities.
• Own a specific enterprise-wide talent portfolio – establishing metrics to measure program effectiveness, ROI and learner impact (See Owning a Practice Area below).
• Design and facilitate high-impact learning experiences, including workshops, cohort programs, experiential development opportunities.
• Partner with regional business leaders and HR Leads to assess organizational health, and proactively introduce tools and frameworks that build structural, team and leadership effectiveness – ensuring changes are executed with minimal disruption and build longer term-capability.
• Design and implement change management strategies, including stakeholder analysis, communication plans and adoption measures – proactively identifying change risks and readiness gaps, and serving as a consultative thought partner throughout each initiative.

Owning a Practice Area

Expertise

• You are the SME. You do the research and homework to become and stay the expert, and you serve as the expert to others, including other RTDLs.

Delivery

• You always start with discovery – due diligence is your first step before solutioning.
• You own the full lifecycle – design, build, execution/implementation, measurement, marketing, and continuous improvement – and the business outcome the Practice Area is meant to produce, articulating that outcome in the business’s terms, not HR’s.
• You keep the Practice Area current – translating utilization and adoption data into a narrative the business will act on, while continuously re-evaluating scope, de-prioritizing what is no longer valid, and sunsetting what isn’t working.
• You steward the resources behind the Practice Area – budget, vendor relationships, build-vs-buy decisions, and anything else that is required.

Relationships

• Know your audience (the field).
• Work the matrix: building and sustaining relationships, connecting the dots to other practice areas, COEs, and other parts of HR, and consulting with other RTDLs to leverage our collective wisdom.

Ownership Mindset

• Building for “HUB” – the scope for a Practice Area is the enterprise; you hold an enterprise mindset.
• You need to believe in the Practice Area and in yourself. Confidence.

Qualifications

• Minimum of 10 years of progressive experience in talent development, talent management, organizational effectiveness and change management.
• Background in Industrial/Organizational Psychology is an asset.
• Bilingual proficiency in English and Spanish is strongly preferred.
• Proven experience balancing regional and enterprise priorities, moving fluidly between strategic thinking and practical execution.
• Proven ability to design and scale talent and leadership programs across regions and the enterprise.
• Strong learning agility to learn HUB’s business and translate that into actionable regional and enterprise initiatives.
• Demonstrated success in proactively consulting, partnering with, and influencing senior leaders, HR Leads, and cross-functional stakeholders within a matrixed environment – known for proactively bringing ideas and solutions forward.
• Proficient in designing measurement strategies and using people analytics – be able to harness and use data to make informed decisions.
• Expertise in adult learning principles, instructional design and facilitation, and modern learning methodologies (e.g., blended learning, 70-20-10, digital learning).
• Strong project management and organizational skills, with proficiency in Microsoft Office, LMS systems (Cornerstone), and learning development tools (Articulate, Vyond, etc.).
• Willingness to travel – up to 25%.

JOIN OUR TEAM

Do you believe in the power of innovation, collaboration, and transformation? Do you thrive in a supportive and client focused work environment? Are you looking for an opportunity to help build and drive change in a rapidly growing and evolving organization? When you join HUB, you will be part of a community of learners and doers focused on helping our leaders maximize the potential of their employees.

Department Human Resources

Required Experience: 7-10 years of relevant experience

Required Travel: Up to 25%

Required Education: Bachelor's degree (4-year degree)

HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations.

E-Verify Program

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