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Vice President Human Resources
Company : Nautilus Insurance Company
Location : Urbandale, IA, 50322
Job Type : Full Time / Part Time
Date Posted : 14 January 2026
Company Details
Rated Best Places to Work 2020, 2022 and 2024 by Business Insurance, Continental Western Group is a regional property casualty insurance company offering commercial products and services through independent agents in the Midwest. CWG provides unique value through the service provided by our experienced group of employees and independent agents. Since 1886 - Strong, Local and Trusted.
As a Berkley company, we enjoy operational flexibility that allows us to deliver quality coverage solutions. W. R. Berkley Corporation, and all member insurance companies, are rated A+ (Superior) by A.M. Best Company, and carry Standard & Poor’s Financial Rating of A+ (Strong).
The Company is an equal employment opportunity employer.
Responsibilities
The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance.
Strategic Talent Leadership• Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs.• Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets.AI & Digital Transformation• Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning.• Promote digital HR solutions that enhance employee experience and operational efficiency.Change Management & Organizational Agility• Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes.• Serve as a trusted advisor to senior executives on organizational design and cultural evolution.Employee Experience & Engagement• Champion a culture of inclusion, engagement, and continuous learning.• Oversee programs for onboarding, performance management, recognition, and career development.Business Partnership• Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities.• Contribute to annual business planning and budgeting processes with a focus on human capital priorities.• Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis.Governance & Compliance• Ensure adherence to employment laws and ethical standards.• Manage employee relations, investigations, and disciplinary actions with fairness and transparency.
Qualifications
• Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level.• Excellent communication and presentation skills.
Education Requirement
• Bachelor’s degree.• 10 years of experience in a leadership role and a minimum of seven years progressive HR experience.• One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP
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Frequently asked questions
Strong strategic vision, exceptional communication skills, and the ability to influence at the executive level are critical. A VP of Human Resources must also excel in change management, foster organizational agility, and champion inclusive workplace cultures to drive sustainable business outcomes.
While directors often manage day-to-day HR operations, a Vice President focuses on aligning HR strategies with long-term business goals, influencing senior leadership decisions, and spearheading enterprise-wide initiatives like digital transformation and talent succession planning.
Most VPs advance from senior HR leadership roles such as HR Director or Senior HR Manager, accumulating expertise in organizational development, talent management, and strategic workforce planning over 10+ years, often supported by certifications like SPHR or SHRM-SCP.
Urbandale's growing insurance and financial sectors boost demand for executive HR roles, though competition remains moderate due to the specialized skill set required. Candidates with digital HR transformation experience and strong local industry networks hold a distinct advantage.
Employers in Urbandale often favor certifications such as PHR, SPHR, or SHRM credentials, which demonstrate mastery of HR principles aligned with compliance and strategic leadership, reflecting the region’s emphasis on regulatory adherence and progressive talent management.
Navigating a hybrid work environment while integrating AI and analytics into recruiting and performance management demands agility. Balancing tradition with digital transformation, this VP must foster engagement and inclusivity within a longstanding, locally trusted insurance firm.
With a reputation as a top workplace recognized repeatedly, Nautilus prioritizes employee engagement and ethical standards. The VP HR role involves sustaining this culture through innovative talent strategies and cultivating an inclusive environment that aligns with the company’s long-standing values.
Salaries generally range from $150,000 to $210,000 annually, reflecting the seniority and strategic scope of the role. Factors include company size, local market competition, and expertise in AI-driven HR practices and organizational change.
The VP leads change management initiatives, ensures leaders and employees adapt smoothly to new technologies, and advises senior executives on organizational design to maintain competitiveness and foster a culture receptive to continual evolution.
Hybrid models require tailored retention tactics emphasizing flexibility, engagement, and career development. The VP must innovate policies that meet diverse employee needs while maintaining productivity and alignment with business objectives.