Director People Business Partner

Cotiviti•Remote,

4d•$170,000 - $200,000•Remote

About The Position

The Director, People Business Partner (PBP), serves as a trusted strategic advisor to executive leadership for Cotiviti's global technology organization. The role translates business strategy into talent, organization, and workforce plans that accelerate performance, growth, and organizational effectiveness. This Director is a people leader and partners closely with senior leaders to shape organizational design, strengthen leadership capability, drive workforce planning, and cultivate a high-performing, inclusive culture across global teams. With strong business acumen and enterprise thinking, the Director collaborates closely with Centers of Excellence, including Total Rewards, Talent Acquisition, People Operations, and Employee Experience, to deliver integrated people strategies and solutions that enable business objectives and long-term success.

Requirements

Strong business acumen with the ability to align HR strategy to business objectives.
Exceptional interpersonal, communication, and influencing skills.
Proven track record in change management, organizational design, and talent strategy.
Ability to analyze data and leverage insights to drive decision-making.
Demonstrated commitment to diversity, equity, and inclusion.
Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.
10+ years of progressive HR experience, including at least 5 years in a senior HRBP or equivalent leadership role.
Experience supporting senior executives in a complex, fast-paced, and matrixed environment.
Strategic Thinking & Decision-Making
Analytical Reasoning
Problem-Solving
Judgment & Discretion
Influencing & Negotiation
Learning Agility
Critical Thinking
Must be able to provide high-speed internet access / connectivity and office setup and maintenance.
Must be able to provide a dedicated, secure work area.

Nice To Haves

Master’s degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.

Responsibilities

Partner with senior executives to develop and implement workforce strategies that support organizational goals and operational excellence.
Serve as a trusted advisor, providing insights on talent management, workforce planning, organizational design, and change leadership.
Utilize data and analytics to guide decision-making and measure the impact of HR initiatives
Collaborate with leaders and COEs to identify and develop top talent, succession plans, and leadership pipelines.
Support organizational change initiatives, ensuring effective communication, stakeholder engagement, and adoption.
Drive inclusion and belonging strategies to strengthen workforce culture.
Guide leaders in fostering a positive, inclusive, and high-performance culture.
Monitor employee engagement trends and partner with leadership to develop action plans to enhance employee experience.
Ensure policies and practices comply with applicable laws and regulations while aligning with business needs.
Provide strategic Employee Relations oversight, business partnership, and coaching to senior leaders in alignment with our company culture and values.
Partner with the legal and compliance teams and use data to propose improvements, inform decision-making, and policy development to foster a positive work environment.
Advise on performance management processes, ensuring alignment with business goals and employee development.
Partner with the Compensation team to assess pay equity, market competitiveness, and reward strategies.
Lead, mentor, and develop a high-performing team, fostering a culture of collaboration, innovation, and accountability.
Promote best practices, consistency, and alignment across HRBP and Employee Relations processes.
Hire, develop, coach, lead and retain top-tier talent, with a focus on building and improving a team and culture that is able to assist in employing best in class practices to support and drive high levels of internal and external customer satisfaction.
Complete all responsibilities as outlined in the annual performance review and/or goal setting.
Complete all special projects and other duties as assigned.
Must be able to perform duties with or without reasonable accommodation.
This job description is intended to describe the general nature and level of work being performed and is not to be construed as an exhaustive list of responsibilities, duties and skills required. This job description does not constitute an employment agreement and is set to change as the needs of Cotiviti and requirements of the job change.