Zimbabwe born and South Africa educated, Warrick Beaver started his working life as an HR professional in the fashion retail industry.
“If you're talking about journeys to insurance, fashion and retail is probably as far away as you can imagine. I was taught that you were a retailer first and an HR professional second”, says Warrick.
“The lesson learned was, 'Understand where the value creation happens and be as close to it as possible. Understand your business.' That commercial curiosity has always stayed with me. It has stood me in good stead, kept me engaged and helped me find impact, meaning, and alignment throughout my career.”
On this episode of the Insurance Coffee House Podcast, Warrick delves in to his career journey and what he’s learned along his professional journey.
Through retail and recruitment industry, FMCG manufacturing and information services, Warrick shares his experiences of M&A, business divestures and balancing his commercial and HR hats.
He discusses his role of Chief People Officer and Fidelis Insurance Group’s novel operating model.
“The hypothesis was that businesses should lend themselves to their core competencies. If that core competency is underwriting, then it should focus on underwriting and ensuring a relentless pursuit of execution and excellence.
Conversely, the core competence in terms of capital management, balance sheet management, capital allocation, reserving, would also be best served if there was the same level of excellent focus and time and attention.
Decisions can then be made with the clearest of intention, and there's no potential contradiction or conflict in terms of what you do from a capital management or from an underwriting point of view, because the two businesses are managed separately. So that's the hypothesis. We are in a long-term relationship with The Fidelis Partnership. They are focusing on what they do best, and we are focusing on what we do best.”
With its growing presence in London, Dublin and Bermuda, Warrick discusses the culture at the business and whether bifurcation is a true USP to attracting top insurance talent.
“Culture is dynamic. It's ever changing. You can never put a pin in it and say, “We're done, victory is declared!” It is a constant evolution.
We also see that in terms of our demographic, our employee base and what they’re looking for from an employer and the working experience.
We've been able to assemble, very capable, experienced professionals from within the insurance market who have worked for much larger, more established organization
This model represents something novel, unique and an opportunity for them to become part of something interesting. Of course there is a lot of uncertainty with a scale operation, but we have a deep heritage. We have some fantastic experience. We're a building brand, and it's enough to attract people who are well regarded.”
Warrick emphasises what he looks for in insurance leaders coming for interview.
“It's just as much a conversation on how that technical capability, experiences and skills are translated into value added. Don't spend your time talking about your accomplishments. We're going to take those as read.”
As closing advice, Warrick says, “Understand your business. Be as close to the value-add inflection point as possible because you will feel relevant, get immediate feedback, and will be constantly evolving with the needs of the organization.”
Connect with Warrick Beaver on LinkedIn or find out more about Fidelis Insurance Group
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