Human Resources Business Partner

Job Summary:

The People & Culture Business Partner serves as a key strategic partner to business unit leadership, providing thought leadership and data-driven insights to influence organizational decisions. This role is responsible for aligning business objectives with employees and management in designated business units, independently driving HR initiatives and solutions while exercising sound judgment in complex business situations. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The P&C BP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

Duties/Responsibilities:

• Partners strategically with business unit leaders through regular meetings to proactively identify opportunities and challenges impacting organizational effectiveness
• Develops and implements strategic workforce planning initiatives aligned with business objectives
• Leads change management efforts and cultural transformation initiatives within assigned business units
• Consults with frontline management, providing HR guidance and strategic solutions
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies that drive business performance
• Identifies and analyzes key performance metrics to provide strategic recommendations for organizational improvement
• Acts as an independent decision maker on complex employee relations matters, escalating only the most sensitive issues to senior leadership
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Partners with the legal department as needed/required
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Provides HR policy guidance and interpretation
• Provides strategic guidance and input on business unit organizational structure, workforce planning, and succession planning
• Strategically assesses and addresses organizational development needs, recommending and implementing solutions that drive business performance
• Serves as a subject matter expert for compensation, performance, learning and development, and recruiting
• Designs and ensures an effective onboarding process for new employees over the first 90 days
• Evaluates and monitors development training programs to ensure alignment with business strategies and measures program effectiveness
• Partners with business leaders to develop and implement talent strategies that support business objectives
• Performs other related duties as needed or assigned.

Supervisory Responsibilities:

• This position has no direct supervisory responsibilities but serves as a strategic advisor, coach, and mentor for other positions in the department and to the business unit(s) supported

Required Skills/Abilities:

• Demonstrated ability to work independently and make sound decisions in complex situations
• Strong business acumen and ability to translate business strategy into people strategies
• Change management expertise and experience leading organizational transformation initiatives
• Strategic thinking and planning capabilities with proven ability to influence senior stakeholders
• Data analysis and visualization skills to derive meaningful insights from HR metrics
• Excellent verbal and written communication skills with ability to influence at all levels
• Superior interpersonal and relationship building skills
• Excellent organizational skills and attention to detail
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Proficient with Microsoft Office Suite or related software
• Experience with HR analytics and reporting tools

Education, Licenses, Certifications and Experience:

• Minimum of 7-8 years of progressive HR experience, including demonstrated success in strategic HR business partnership roles; preference for experience working in a healthcare (value-based care) or insurance (payor) environment
• Experience leading organizational change initiatives and transformation programs
• Track record of successfully implementing strategic HR programs that drive business results
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee relations, diversity, performance management, and federal and state employment laws
• Bachelor's degree required in human resources, business administration, communications, or related field; master’s degree preferred
• HRCI Professional in HR (PHR), Senior Professional in HR (SPHR), SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification required

Physical Requirements: