Enzo Rebula | FM Global, senior vice president, human resources CAREER ACHIEVER
Back in the ninth grade, when Enzo Rebula’s social studies teacher had students research potential career paths, Rebula chose personnel and public relations, taking the time to speak with personnel heads at several companies.
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“I didn’t give further serious thought to a career in human resources until I was in graduate school at the University of Vermont,” Rebula said. “The courses were great and I did well.”
As a result, Rebula developed a strong interest in human resources, feeling that the field not only would suit him, but would also give him the chance to make a meaningful contribution to an organization’s success.
“I guess when going back,” he said, “I owe my ninth-grade social studies teacher a big ‘thanks.’ ”
Rebula accepted a position as director of career development at Trinity College in Burlington, Vt., after graduating from UVM. After three years, he found himself looking to explore opportunities in the business sector.
One of the organizations Rebula applied to – Arkwright Mutual Insurance – offered him a job as a recruiter.
“Everything clicked right from the start,” Rebula said. “The staffing function at the time was not in good shape, and I was able to have a quick and positive impact.”
Rebula’s career advanced quickly at Arkwright. By 1994 he had risen to senior vice president and served as a member of the executive committee.
By 1999, when Arkwright merged with three other companies and their jointly owned engineering and research affiliate to form mutual insurance provider FM Global, Rebula became senior vice president of human resources. He was tasked with combining the personnel, cultures, benefits and policies for organizations that were similar, but in other ways very different.
“From an HR perspective, everything was up in the air and so much needed to be done – job roles in the overall company, benefit plans, compensation plans, policies, employee and management selection, establishing a unifying culture,” he said.
During those first months, Rebula would often work 15- to 18-hour days – sometimes 24 hours straight – in an effort to make the transition as smooth as possible.
“The HR team did a terrific job,” Rebula said. “The formation of FM Global is a terrific merger success story, and I am pleased of the role that human resources had in making it happen. I see the fruit of that successful merger every day, as FM Global continues to be one of the world’s most successful insurance companies.”
Today, FM Global employs 5,400 people in nearly 70 offices worldwide. Rebula oversees an HR staff of 55 located in Johnston, in addition to operations offices in the United Kingdom, Germany, France and Australia, as well as in Asia and Latin America.
Under Rebula’s leadership, the company has made an effort to increase its focus on diversity and inclusion.
“Rebula is leading FM Global’s focus on diversity to ensure the company’s workforce reflects its clients,” said Steven Zenofsky, assistant vice president for public relations. “Among the initiatives developed, a college-recruiting program aimed at attracting women and people of color to the company’s engineering programs. … FM Global has partnered to create an ambassador program with the Society of Women Engineers, and the National Society of Black Engineers.”
Rebula also led FM Global through its recent implementation of a new on-demand financial-management and human-capital management software as its HR information system. It’s an enormous project with many challenges, but the update will provide the company with a sustainable and scalable information system.
Rebula says an important piece of that puzzle is ensuring the company has the right people strategy and programs.
“When designing programs and initiatives, the starting point is to understand FM Global’s needs, business model and culture, and then decide what needs to get done,” Rebula said. “I have been fortunate that for many years … I have reported directly to the president and CEO and have been a member of the executive planning committee. This has helped to ensure that our human resources programs and efforts align with the needs of the company.”
