HR Business Partner Sr

Amerihealth Caritas•Edgmont Township, PA

4d•Hybrid

About The Position

Reporting to the Director, HR Business Partners, the Senior HR Business Partner serves as the primary strategic advisor and is responsible for delivering HR services and solutions to assigned business areas through proactive consultation with leaders, business advocacy within HR, and collaboration with HR Centers of Excellence. Partners closely with leaders to strengthen organizational effectiveness, enable a high-performance and inclusive culture, and execute core HR lifecycle work including workforce planning, organizational design, talent and performance management, and change management. This position provides a spectrum of both strategic and some tactical HR support to leaders and associates within assigned business areas.

Requirements

Bachelor’s Degree (Human Resources, Business Administration, Organizational Development, or related field or equivalent combination of education and work experience.
7 to 10 years in HR with 4-6 years of progressive HR experience in an HRBP role including partnering with senior level leaders at Director, VP, and/or SVP level.
Proven ability to influence and partner with senior leaders (Director/VP/SVP) in complex, matrixed organizations.
Strong business acumen and client management skills; able to translate business priorities into people strategy and practical solutions.
Broad HR generalist expertise (talent acquisition, talent management, associate relations, compensation, benefits, engagement, etc.) with experience working within an HR COE model.
Demonstrated change management capability; able to guide leaders and teams through ambiguity and ongoing organizational change.
Strong conflict management and negotiation skills; able to respectfully challenge and provide constructive pushback when needed.
Proven ability to support one or more functions across multiple leadership teams, business units, and locations.
Strong collaboration skills while building and maintaining strong relationships with HR COEs and business leaders at all levels.
Analytical and metrics-driven; proficient with MS Office (Word, Excel, PowerPoint) and HRIS tools to pull and interpret workforce data to inform decisions.
Demonstrated ability to envision, develop, and implement strategies to address competitive, complex business issues.
Experience leading projects, initiatives, or cross-functional workstreams.
Proactive, curious, solutions-oriented thought partner who is eager to learn the business areas they support.
Models discretion, integrity, and sound judgment in sensitive situations.
Willingness to provide tactical/transactional support as needed, while maintaining a mostly strategic, forward-looking approach.

Nice To Haves

Healthcare experience strongly preferred but not required.

Responsibilities

Build influential relationships with senior leaders; translate business priorities into integrated people plans that drive measurable outcomes. Attend and contribute to functional areas leadership meetings becoming a true extension of a top leader’s leadership team
Partner on workforce planning, spans/layers, role clarity, and org structure to support growth and scalability while partnering with Finance/FPA and other stakeholders as needed.
Lead and/or execute performance cycles, talent reviews, promotions, and succession planning; coach leaders to recognize top performance and address underperformance in a fair, compliant manner through a direct partnership with Associate Relations.
Provide coaching and guidance to leaders and managers on feedback, development, difficult conversations, and team effectiveness; strengthen manager capability through practical tools and routines.
Lead and support organizational change efforts (growth, re-orgs, acquisitions/integrations, operating model shifts); reinforce values and strengthen engagement, trust, and retention.
Partner and collaborate closely with the HR COEs to deliver integrated solutions and a consistent HR experience; drive follow-through and focus on associate experience across the employee lifecycle.
Use people analytics and workforce metrics to identify trends, diagnose issues, drive decisions and/or recommend interventions; communicate insights and partner with leaders
Participate in enterprise or HR specific projects or initiatives as needed.