HRBP Manager, IT – Hybrid NY

HealthFirst•New York, NY

17h•Hybrid

About The Position

The HR Business Partners are the culture architects for the organization and responsible for delivering human capital solutions that enable the success of our business. The HRBP Manager, IT leads and manages the full suite of talent lifecycle activity by partnering with business leaders to deliver solutions developed in concert with colleagues throughout HR. As a member of the business unit/department management team, the HRBP Manager, IT shares responsibility for achieving business goals and delivery targets. The HRBP Manager, IT is an experienced HR professional and subject matter expert who has broad experience across a variety of HR specialties. The HRBP Manager, IT applies HR expertise, deep knowledge of the assigned business unit, key employees, and business processes to deliver value to Healthfirst and its members. We are seeking a strategic HRBP, Manager who brings intellectual curiosity and learning agility to support our IT business unit. This role requires a business-minded leader who is eager to immerse themselves and proactively seeks to understand how the IT function operates – including its systems, workflows, delivery models, and team dynamics. The ideal candidate will ask thoughtful, probing questions to fully understand the IT organization’s structure, priorities, and challenges. In this role, you will develop deep knowledge of how technology teams operate, including resource planning & performance expectations. This is a hybrid position which consists of reporting to our 100 Church Street, NYC office 3 days per week (Tuesdays, Wednesdays & Thursdays).

Requirements

Must hold a Bachelor's degree from an accredited institution.
Must have previous work experience as an HR Business Partner in corporate Human Resources setting with strong subject matter expertise in 4 or more of the following core areas: HR Generalist; Compensation; Benefits; Rewards & Recognition; Healthcare Management; Organization Design; Learning & Development; Performance Management; Leadership Development; Recruiting; Talent Sourcing; Employee Engagement; Employee Relations; Succession Planning.
Proven effective in developing trust and building partnerships at the division/business unit level.
Critical thinker with demonstrated analytical and problem-solving skills.
Prior experience working in an agile environment.
Proven written, verbal and presentation skills.
Strong project management and change management skills.
Conversant with Labor Law and knowledgeable about marketplace HR trends.

Nice To Haves

Experience supporting technology, digital, product, IT, or data driven teams.
Experience partnering in environments undergoing digital transformation or system/platform implementation.
Working knowledge of using data, dashboards, and metrics to inform conversations and decisions.
Previous experience in partnering with workforce trends related to technology environments (agile teams, change management, transformation, etc.)
Interest in how AI, automation, and emerging technologies impact people, work, and organizational design.

Responsibilities

Proactively supports the delivery of all HR initiatives and processes.
Builds a strong business relationship with the internal clients and serves as a key advisor and confidante, enabling strong management and leadership for the Department.
Facilitates the design and implementation of 'best solutions' that fuel engagement; faster, better, cheaper processes and tools; the health of our population of members; profitable growth and our culture.
Actively identifies gaps, proposes and implement changes necessary to cover risks and drive performance (hi-potential; succession planning; performance calibration; corrective action; employee engagement; recognition; rewards; employee integration and development).
Influences positive change in people management and designs and maintains the vitality of the business unit.
Challenges the organizational structure and approach and proposes impactful change strategies and recommendations (organization design; job definition; job description; market analysis).
Serves as a role model for the organization's culture drivers; dreams big and plans wisely; breaks down the walls; thinks critically, speaks up, and delivers with pride; inspires through trust and leads by example; is unstoppable.
Partners with senior business leaders to develop people strategies to meet operational goals.
Engages appropriate HR Centers of Excellence as needed to accomplish projects and programs.
Supports a large complex business group and works across multiple business units.
Maintains a strong curiosity mindset by continuously learning about the organization, leadership styles, and evolving HR best practices – both within technology and across the broader HR landscape to bring fresh perspectives and informed solutions to the business.
Travel to our Lake Mary, FL office 1-2 times per year.
Other duties as assigned.