"Our Company provides a state of predictability which allows brokers and agents to act with confidence."

Founded in 1967, W. R. Berkley Corporation has grown from a small investment management firm into one of the largest commercial lines property and casualty insurers in the United States.

Along the way, we’ve been listed on the New York Stock Exchange, become a Fortune 500 Company, joined the S&P 500, and seen our gross written premiums exceed $10 billion.

Today the Berkley brand comprises more than 50 businesses worldwide and is divided into two segments:  Insurance and Reinsurance and Monoline Excess.  Led by our Executive Chairman, founder and largest shareholder, William. R. Berkley and our President and Chief Executive Officer, W. Robert Berkley, Jr., W.R. Berkley Corporation is well-positioned to respond to opportunities for future growth.

The Company is an equal employment opportunity employer.

The Temporary Talent Acquisition Partner will contribute to the organization by executing the duties and tasks associated full life cycle recruitment for multiple WRB companies. This includes sourcing, screening, recommending candidates for open or anticipated positions, assisting with interview scheduling coordination, final candidate selection, creating, negotiating and extending offers as well as overseeing pre and post onboarding activities. 

The duration of the assignment is expected to be at least 6 months.

Key Functions include but are not limited to:

• Collaborates with the Talent Acquisition Leader, members of the TA team and other internal stakeholders to build a recruiting plan to attract top talent including job postings, job descriptions, market intelligence, social media, networking while leveraging the ATS.
• Delivers an overall positive candidate experience professional communications, responding to candidate inquiries, providing guidance in application processes and responding to status requests and other requests for information.
• Ensures candidates’ experiences and interactions reflect each operating unit’s culture and performance expectations.
• Tracks and reports on recruiting metrics. Meets or exceeds key performance indicators and service level agreements including but not limited to time to fill, cost to fill, interview-to-hire ratios.
• Proactively sources, identifies and engages passive candidates to build and maintain a quality and diverse pipeline to build the prospective talent pool.
• Sources candidates through standard and creative platform including social media, internet sourcing, job boards, outreach, employee referrals, industry group meetings.
• Screens candidates as appropriate including resume reviews and in-depth phone screens which result in recommendations to the Operating Unit HR and/or Hiring Manager regarding possible next steps.
• Coordinates interviews and follow up debrief conversations with Hiring Manager and others which lead to decisions about candidate statuses and offers.
• Coordinates, and sometimes extends and negotiates offers of employment including compensation packages, relocation packages where applicable, and other aspects of employment at Berkley.
• Tracks candidate activity to ensure that all pre-hire actions are complete in a timely manner.
• Ensures all offers and candidate communications meet or exceed federal, state and local laws.
• Communicates to non-selected candidates and enters them as appropriate into pipeline for future opportunities.
• Investigates labor and employment market conditions. Shares information with colleagues, hiring managers, HRVP’s and others.

• Bachelor’s degree preferred.
• Fifteen years professional and executive level full life cycle recruiting experience in the Commercial P & C insurance industry required.
• Creative sourcing and exceptional workflow processing skills.
• Previous experience recruiting at large, complex insurance organizations requiring regular interaction with multiple operating units.
• Advanced communication skills with emphasis on interfacing effectively with Executive level candidates and hiring managers.
• Ability to work across the organization to achieve recruiting results.
• Knowledge of applicant tracking system such as iCIMS.
• Ability to manage and influence in a cross-functional, matrix environment.
• Ability to manage multiple complex projects simultaneously while working under pressure to meet deadlines.
• Ability to exercise strong discretion in dealing with highly confidential and sensitive information and conversations.
• Ability to make decisions incorporating diverse perspectives.