Director, HR Business Partner

Omada Health

1d•$185,680 - $242,650•Remote

About The Position

Omada Health is a mission-driven virtual healthcare company that combines clinical expertise, technology, and human-centered care to improve outcomes at scale. The Director, HR Business Partner serves as a trusted advisor, strategic partner, and organization architect to executive, senior, and frontline leaders, within Commercial, Corporate Strategy & Ops, and Finance aligning people strategy with business priorities and helping the organization build high-performing, healthy, and adaptable teams. This role requires deep expertise across organizational design, talent strategy, leadership coaching, change leadership, strong business acumen, and executive presence. It also requires AI fluency as a baseline capability, including hands-on experience using AI tools to improve the speed, quality, and efficiency of HRBP work such as synthesizing data, developing first drafts, preparing leadership materials, identifying patterns, and supporting scenario planning, while applying sound judgment, confidentiality, and appropriate human oversight. The HR Business Partner contributes at both strategic and hands-on levels. This leader helps ensure the company does not treat AI or other business transformation efforts as simple tool rollouts, but instead approaches them as organization, workforce, and capability shifts that require deliberate work redesign, thoughtful change leadership, and coordinated action across the People & Culture team.

Requirements

10+ years HR business partnering experience, including meaningful experience supporting leaders in fast-changing environments.
Demonstrated success influencing leaders and translating business strategy into people, organization, and talent priorities.
Deep expertise in organizational design/development, leadership coaching, change management, talent strategy, and organizational effectiveness.
Strong AI fluency, including the ability to diagnose how AI changes work, jobs, skills, workflows, and team design; guide leaders on when work should be automated, redesigned, redeployed, or remain human-led; and identify where human judgment, oversight, or new roles are required.
Strong strategic workforce planning capability, including the ability to translate future capability questions into practical sequencing, talent, resourcing, and organization design implications.
Strong analytical mindset and comfort using people data, business data, and AI-enabled insights to inform recommendations.
Demonstrated experience using AI tools in day-to-day HR or business partnering work to increase efficiency, quality, or insight (for example, leveraging generative AI for analysis, drafting, or scenario exploration, while exercising strong judgment on when and how to use it).
Excellent communication, facilitation, and stakeholder management skills, with the ability to challenge assumptions constructively and build alignment across diverse leaders.
High judgment, especially in ambiguous and fast-moving environments, along with a practical, collaborative, and action-oriented approach.
A systems-thinking orientation that connects workflow design, manager experience, capability building, employee experience, and people-system implications.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
Ability to work during core business hours (8:00am PST to 5:00 PST) and flex after hours depending on business needs; travel up to 25 - 30% domestically and seasonally as needed.

Nice To Haves

Experience supporting Commercial, Sales, Marketing and Finance teams is a plus
A strategic thinker who can connect business priorities, talent strategy, organization design, and technology-enabled change.
Comfortable working through ambiguity and helping leaders make high-quality decisions in evolving environments.
Passionate about modernizing the HRBP role from reactive support toward proactive, insight-led, and transformation-oriented partnership.
Skilled at balancing empathy, judgment, and action in a way that strengthens both business results and employee experience.
Energized by helping leaders and teams adapt, grow, and perform in a company shaped by innovation, care delivery, and rapid change.

Responsibilities

Serve as a strategic HR partner to business leaders within Commercial, Corporate Strategy & Ops, and Finance, building trust and shaping people strategies that enable business performance, growth, and organizational health.
Act as an organization architect, not only an advisor, by leading and partnering on role clarity, team design, spans and layers, decision-rights clarity, and operating model evolution to improve agility and execution.
Lead strategic and operational workforce planning and capability planning, translating business strategy and transformation priorities into implications for future skills, critical roles, talent risks, and redeployment or reskilling needs.
Guide leaders through AI-related workforce change, including redesigning roles, workflows, and team structures to support effective human and AI collaboration.
Apply sound judgment to AI-enabled people decisions by helping leaders assess risks, bias, governance considerations, manager impact, and employee experience implications.
Use people data, workforce insights, and business context to influence leadership decisions and recommend practical actions that improve organizational and talent outcomes.
Lead and partner on change navigation efforts tied to growth, restructuring, new operating models, technology adoption, and process improvement.
Coach leaders and managers on leadership effectiveness, team performance, talent decisions, organizational dynamics, and readiness for change.
Use AI tools and automation thoughtfully to streamline HRBP workflows (for example, drafting communications, analyzing people data, preparing leadership materials, and scenario modeling) so more capacity is available for high-judgment, strategic work.
Partner with leaders to assess talent, strengthen succession pipelines, and accelerate development for critical capabilities and leadership roles.
Collaborate with People & Culture centers of excellence to deliver integrated solutions across talent acquisition, total rewards, performance management, learning, and employee relations, ensuring workforce implications are translated into coordinated action.
In partnership with Employee Relations, provide guidance on complex people issues, balancing risk management, employee experience, compliance, and organizational effectiveness.
Help establish a disciplined approach to measuring the impact of P&C strategies, including progress on organizational effectiveness, talent health, capability readiness, and adoption of new ways of working.