AVP, Employee Engagement

RenaissanceRe is a leading writer of Property & Casualty Reinsurance. For over 25 years, we have helped customers and communities recover and build resilience through our industry-leading ability to understand risk, source efficient capital and rapidly pay claims. Our global team shares a passion for solving our customers’ biggest problems through a collaborative and entrepreneurial culture that empowers employees and rewards creative thinking.

Summary The AVP, Employee Engagement Partner , leads the execution and continuous improvement of the enterprise employee experience and inclusion strategy. This role translates employee listening, lifecycle insights, external market trends, and business priorities into practical programs, communications, governance, and measurable actions. The AVP partners closely with HR, Local Advisory Committees (LACs), Sustainability, Internal Communications, and business leaders to deliver consistent “moments that matter,” strengthen manager effectiveness, and reinforce an inclusive, accessible, and high-performing culture across geographies.

Employee Experience Strategy & Journey Design Lead the execution and evolution of the enterprise employee experience strategy and roadmap, aligning priorities with business needs, culture objectives, and employee insights. Design and improve key employee lifecycle moments, including onboarding, offboarding, manager touchpoints, and other experiences that shape engagement, inclusion, and retention. Partner with HR and business stakeholders to deliver inclusive, accessible, and psychologically safe experiences with greater consistency across teams and geographies. Employee Listening, Insights & Measurement Own the employee listening strategy and engagement cadence, including engagement surveys, pulse checks, focus groups, and other feedback channels. Translate listening data into clear themes, priorities, and action plans that enable leaders and HR partners to address employee needs and business risks. Establish action planning and accountability with stakeholders to ensure survey insights lead to visible and measurable follow-through. Lead and optimize employee listening and recognition platforms, including vendor management, budgets, analytics, adoption, and measurement of impact. Use lifecycle data and employee feedback to identify pain points, prioritize targeted interventions, and strengthen accountability for measurable improvements across the employee journey. Local Advisory Committees Establish governance, operating standards, and engagement practices for Local Advisory Committees (LACs) to ensure consistency, sustainability, and impact across geographies. Coordinate global LAC activity, ensuring local programs and events align with business priorities, enterprise culture objectives, and employee experience goals. Maintain a global LAC calendar to improve visibility, reduce duplication, and encourage collaboration across offices. Communication Partner with Internal Communications to develop clear, timely, and engaging communications related to employee experience, engagement initiatives, DEI priorities, and enterprise events. Equip HR Business Partners with engagement insights, talking points, and guidance to support business leaders and improve employee outcomes. In conjunction with the Communications team, identify and leverage external recognition, industry awards, and PR opportunities related to DEI and employee experience, including Women in Insurance Awards and other relevant forums. Education, Training & Capability Building Lead or support the development of learning experiences on inclusive leadership, unconscious bias, cultural intelligence, accessibility, and other topics that build inclusive capability. Partner with HR and Learning & Development to ensure education and training programs are practical, relevant, and aligned with business needs. Build HR capability to consistently reinforce inclusive