A Practical People Strategy for Growing Insurance Teams
A simple framework to reduce leadership firefighting, strengthen performance and build a people plan that supports your business goals.
Growing an insurance business is demanding, and as teams expand, the people side naturally becomes more complex. What used to feel manageable can start absorbing more time: recruitment, onboarding, performance, leadership support, training, and day-to-day people decisions.
This isn’t a sign that anything is “wrong”. It’s often a sign the business has outgrown its current people approach.
At Ambition HR, we support underwriting, claims and broking teams to build people strategy that keeps pace with growth without adding unnecessary complexity.
The framework: four pillars that support sustainable growth
Structure and role clarity
As teams grow, roles evolve quickly. Without clarity, decision-making slows, work becomes uneven, and leaders get pulled into everything.
We help you create the right level of structure for your business: clear responsibilities, decision-making boundaries, and role expectations that support performance and reduce bottlenecks.
What you gain: faster decisions, less rework, more confident teams.
Leadership capability
In many insurance businesses, leaders are promoted because they’re strong technically, but leadership requires a different toolkit. Without support, managers can end up firefighting, avoiding difficult conversations, or carrying too much on their shoulders.
We help leaders build practical people skills, from effective 1:1s to performance conversations, delegation, and workload management so they can lead confidently.
What you gain: stronger managers, steadier teams, fewer issues escalating.
Processes & systems that scale
Manual admin and inconsistent people processes can quietly drain time and frustrate teams, particularly as headcount grows.
We review and improve the processes that affect everyday team experience, such as onboarding, performance reviews, training tracking, absence/holiday management and communication routines. Where helpful, we also implement simple HR systems that remove admin and bring consistency.
What you gain: less admin, smoother onboarding, consistent ways of working.
What this looks like in practice
Every business is different, but the aim is always the same: reduce risk, improve performance, and give leaders more capacity to focus on growth.
If you’re noticing signs like:
leadership time being pulled into people issues
inconsistent performance across the team
increased workload pressure or burnout risk
recruitment feeling harder than it should
processes that don’t reflect today’s team size
…this framework is a good place to start.
We offer a short, free introductory call to explore what’s working well, where people risks may be emerging, and what practical next steps would make the biggest difference for your business.
A clear People Plan aligned to business goals
A People Plan connects your strategy to what your team needs to deliver it. Without one, recruitment becomes reactive, capability gaps widen, and leadership time gets consumed by day-to-day issues.
We help you build a People Plan that links: business goals, team structure, capability, leadership and culture.
It becomes a living reference point leadership can review throughout the year.
What you gain: clarity, direction, and a people strategy that supports growth.