60 Selective Insurance Group Assistant Vice President Jobs Hiring Near You

At Selective, we don't just insure uniquely, we employ uniqueness.
Selective is a midsized U.S. domestic property and casualty insurance company with a history of strong, consistent financial performance for nearly 100 years. Selective's unique position as both a leading insurance group and an employer of choice is recognized in a wide variety of awards and honors, including listing in Forbes Best Midsize Employers in 2025 and certification as a Great Place to Work in 2025 for the sixth consecutive year.
Employees are empowered and encouraged to Be Uniquely You by being their true, unique selves and contributing their diverse talents, experiences, and perspectives to our shared success. Together, we are a high-performing team working to serve our customers responsibly by helping to mitigate loss, keep them safe, and restore their lives and businesses after an insured loss occurs.

The Vice President, Talent Acquisition (VP, TA) is a senior HR leader responsible for designing and executing an enterprise-wide talent acquisition strategy that enables the organization's current and future growth. As a member of the HR Leadership Team, this role provides strategic and operational leadership across all aspects of talent acquisition and employer branding. Leads the Talent Acquisition team and partners closely with executive leadership, HR Business Partners, and business leaders to ensure the organization attracts, hires, and retains top talent in a competitive and evolving labor market. This leader balances strategy, scale, and execution, ensuring a best-in-class candidate experience while driving efficiency, quality of hire, and workforce outcomes aligned to business priorities.

All job duties and responsibilities must be carried out in compliance with applicable legal and regulatory requirements.

• Set and evolve the enterprise talent acquisition strategy aligned to workforce planning and business growth priorities; translate talent insights and labor-market intelligence into actionable hiring plans.
• Provide strategic leadership for the TA function-coach and develop TA leader and specialists, advise executives, and establish scalable recruiting models, governance, and KPIs to deliver quality, speed, and efficiency.
• Lead end-to-end, full-cycle recruiting across functions and levels, ensuring consistent, inclusive hiring practices aligned to company values and leadership competencies.
• Optimize recruiting operations, technology, and vendor partnerships; define and manage KPIs (e.g., time-to-fill, quality of hire, cost per hire, candidate experience) to drive speed, quality, and efficiency.
• Own and advance the employer brand and EVP; partner with Marketing/Communications to deliver aligned careers content, social presence, and targeted recruitment campaigns. Use storytelling, data, and employee advocacy to strengthen reputation signals and continuously improve candidate perception and experience (e.g., surveys, market feedback).
• Provide strategic oversight of relocation/mobility programs to enable critical talent movement, ensuring competitive, compliant, and cost-effective policies aligned to business needs. Partner with internal stakeholders and external vendors to deliver seamless relocation experience and consistent service outcomes.
• Translate business growth plans into workforce and recruiting strategies, including demand forecasts and recruiting capacity models. Serve as a trusted advisor to senior leaders-bringing talent insights to influence hiring decisions, organizational design, and prioritization of critical roles.
• Ensure recruiting practices comply with employment laws, regulations, and internal policies; maintain governance, risk controls, and audit-ready documentation. Drive continuous improvement through process optimization, technology enablement, and innovation, staying current on labor-market trends and emerging TA practices.
• Prepare and control all aspects of the talent acquisition budget.

Knowledge and Requirements

* 12+ years of progressive experience in Talent Acquisition, with previous leadership responsibility/roles.
* Proven experience leading TA at scale in a growing, complex organization (2,500+ employees).
* Demonstrated success building and leading high-performing leaders and TA teams.
* Strong strategic mindset with the ability to translate vision into execution.
* Deep knowledge of recruiting best practices, employer branding, and TA technology.
* Experience partnering with executive leadership and influencing at the senior level.

Education and Experience

* Bachelor's degree (commonly in Human Resources, Business Administration, Organizational Psychology, or a related field), or equivalent combination of education and extensive related experience.

Selective Insurance offers a total rewards package that includes a competitive base salary, incentive plan eligibility at all levels, and a wide array of benefits designed to help you and your family stay healthy, achieve your financial goals, and balance the demands of your work and personal life. These benefits include comprehensive health care plans, retirement savings plan with company match, discounted Employee Stock Purchase Program, tuition assistance and reimbursement programs, and 20 days of paid time off. Additional details about our total rewards package can be found by visiting our benefits page.

The actual base salary is based on geographic location, and the range is representative of salaries for this role throughout Selective's footprint. Additional considerations include relevant education, qualifications, experience, skills, performance, and business needs.

Selective is an Equal Employment Opportunity employer. That means we respect and value every individual's unique opinions, beliefs, abilities, and perspectives. We are committed to promoting a welcoming culture that celebrates diverse talent, individual identity, different points of view and experiences - and empowers employees to contribute new ideas that support our continued and growing success. Building a highly engaged team is one of our core strategic imperatives, which we believe is enhanced by diversity, equity, and inclusion. We expect and encourage all employees and all of our business partners to embrace, practice, and monitor the attitudes, values, and goals of acceptance; address biases; and foster diversity of viewpoints and opinions.

For Massachusetts Applicants

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.