Job Locations US-MA-Boston | US-Remote

ID

2026-261919

Position Type

Full-Time

Job Grade

19

Department

0001-13771 Legal Strategy & Alignment

Market

Corporate Center

Minimum Salary

USD $137,000.00/Yr.

Maximum Salary

USD $257,000.00/Yr.

Recruiter

Catherine Botte

Internal Application Deadline

October 2, 2026

Referral Bonus Eligible?

No

Global Legal & Compliance’s (GL&C) 2030 vision is clear: we are both a protector of the enterprise and an accelerator of Liberty Mutual's ability to win in the markets where we compete. Getting there requires us to operate with a single shared direction, connecting every practice group to GL&C's priorities through trusted data, forward-looking intelligence and the capabilities to work differently. To that end, the Strategy, Intelligence and Integration (SII) team has been created to bring critical capabilities together to move the GL&C organization in one direction, prioritize consistently, and build skills at the pace our work demands.

As part of the GL&C SII Team, the Strategy & Alignment (S&A) Partner will strengthen alignment between GL&C’s internal Legal practice groups (PGs) and teams, drive enterprise-level integrated prioritization, govern and maintain investment and expense management stewardship, and support GL&C’s 2030 roadmap execution. Together, GL&C’s S&A Partners function as a key center of excellence (COE) for the GL&C organization in these domain areas.

The S&A Partners, in their PG-aligned roles, will optimize execution and decision making, bringing to bear the full suite of GL&C’s operational and enablement capabilities positioned across the SII and newly established Performance and Execution (P&E) teams. SII sets GL&C’s destination: the vision, priorities, and business alignment. Performance & Execution determines what it takes to get there: whether initiatives are operationally viable, which delivery model is optimal, and what is required for success.

This Strategy & Alignment Partner role reports to the SII Strategy and Operations leader. This role will be embedded at one of GL&C’s practice group leadership (L2) tables, working closely with the PG leader and leadership team. The practice group supported is GL&C's in-house policyholder litigation organization, made up of approximately 1,200 employees across a network of field law offices that represent Liberty Mutual and its policyholders in civil litigation and workers' compensation matters, handling cases from routine to high exposure. The organization is staffed primarily by attorneys, paralegals, and legal/administrative support, with dedicated teams for outside counsel management, legal audit and billing, and litigation quality control.

Responsibilities:

As the Strategy & Alignment Partner embedded with one of GL&C’s largest and most operationally complex practice groups, spanning a national network of field law offices — the Director, Strategy & Alignment’s responsibilities include, but are not limited to, the following:

1) Strategic Priority Alignment & Execution: The S&A Partner sets the strategic framework and GL&C department-level (PG-level) goals in partnership with the aligned PG leader and their leadership team. The S&A Partner translates these into PG-level context, tracks execution progress, and surfaces misalignment or resource gaps. The PG leader retains full ownership and accountability for execution within the practice group.

2) Practice Group Operating Rhythms & Governance: Establishes cadences, forums, and coordination mechanisms that keep GL&C operating as “One GL&C” while preserving the practice group’s autonomy and accountability. The S&A Partner participates at the PG leadership (L2) table as a standing member, bringing the S&A lens, cross-PG context, and enterprise signals into local planning. The PG leader owns the team’s operating rhythms; the S&A Partner ensures these connect to the broader GL&C system across the practice group’s national field office network.

Participates in L2 leadership team meetings as a standing member, ensuring GL&C priorities are on the agenda and cross-PG connections are surfaced. Conducts periodic touchpoints across the S&A Partner COE to share observations, identify overlaps, and prioritize focus areas and key themes to be presented to the CLO and GL&C LT.

3) Change Navigation: Targeted Understanding & Action: The SII Strategy and Operations team is responsible for GL&C-wide governance, tracking and progress updates on the execution of GL&C’s 2030 strategy and productivity targets. The S&A Partner provides the translational layer that helps the practice group understand, communicate and adopt GL&C-wide decisions and transformation initiatives with clarity and confidence, connecting department-level direction to team-level action across the litigation organization’s larger, multi-site footprint.

GL&C 2030 Workstream Integration: The S&A Partner supports the aligned PG leader in translating GL&C decisions into PG-specific context — what it means for the team, why it matters, and how to move forward. As 2030 operating model designs, AI/work reimagination initiatives and strategic workforce system (SWS) outputs land, the S&A Partner works with the leader to understand implications and translate into PG-level action.

Facilitate Shifts from Department Decision to PG Adoption: When GL&C makes department-level decisions (investment posture shifts, outsourcing, technology adoption, how work gets done, etc.), the S&A Partner helps the PG connect those decisions to GL&C strategic priorities so it can communicate clearly and adopt with confidence and at good pace.

AI/Gen AI Adoption & Shifting to Supercharging Scalable GL&C Work Processes: Drives PG-level visibility and monitors PG-level AI adoption, use cases, and productivity impacts that are included in GL&C reporting on AI targets (YoY and 2030 targets). Works with the PG to drive progress on shifting capabilities from level 1 Everyday AI experimentation to level 2 Supercharging Work on Liberty’s Gen AI Maturity Curve, across a materially larger user population represented by this practice group.

4) Strategic Context for Performance Practices: Provides the strategic context layer that ensures the practice group’s talent practices (career paths, promotions, performance, succession, learning) are informed by and connected to the department’s strategic priorities, investment posture, and 2030 direction, without duplicating the work of GL&C Talent Partners. The S&A Partner and GL&C Talent Partners partner at defined moments, including, but not limited to, goal setting, succession planning, performance practices, and learning and development priorities, to drive alignment without overlap. This partnership approach ensures that performance goals, succession plans, and learning investments are connected to where GL&C is headed, provides a full view of talent themes across this organization’s multi-site attorney, paralegal, and legal/administrative support population to inform department strategy, and preserves clear accountability.

The S&A Partner will work closely with fellow S&A Partners aligned to other GL&C practice group areas, and those dedicated to enhancing and building new capabilities for department (For example, GL&C investment posture and expense management stewardship, One Legal communication/messaging strategy, global integration of GL&C local and outside-the-US [OUS] OUS best practices processes, etc.), the SII leadership team, newly formed Performance and Execution (P&E) team and other GL&C stakeholders, as needed.

• Bachelor’s degree and minimum of 7 years of experience.
• Strategic mindset and ability to work cross functionally and also in matrixed organizations at a fast pace.
• Demonstrated ability to lead complex, geographically dispersed strategic initiatives, influencing without authority across a wide range of groups.
• Advanced initiative management skills–governance, influencing, problem solving, pace setting.
• Excellent organizational communication skills–written and verbal, utilizing the appropriate medium to align, influence, and drive clarity in ownership of key work;
• Quantitative skills with the ability to define and measure success of key initiatives against overall goals.
• Strong business acumen for distilling high volumes of data into consolidated, actionable insights and recommendations, and to tell a cohesive story about the PG’s performance and contributions to GL&C priorities and 2030 targets.

Employees may apply for a new role after completing 12 months of employment in their current position.

This is a US based position. Employees should review all role requirements and apply only for positions for which they are eligible. Hiring processes may vary by country, including differences in procedures, requirements, and timelines. For country-specific details, please consult your local recruiting / HR team.

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