People Business Partner

Collective Health•Lehi, UT

9d•$110,000 - $137,500•Hybrid

About The Position

At Collective Health, we’re transforming how employers and their people engage with their health benefits by seamlessly integrating cutting-edge technology, compassionate service, and world-class user experience design. The Mission Collective Health is rebuilding the healthcare experience. Our Operations teams are where that mission becomes a reality. Whether it’s a Member Advocate helping a family navigate a complex diagnosis or a Claims Specialist ensuring a provider is paid with surgical precision, these teams are the heartbeat of our company. Influencing at scale, as a People Business Partner, in collaboration with Employee Relations, Sr. People Partners, and leaders, you will navigate ambiguity to identify root cause issues in complex situations, present findings and clearly socialize change to senior stakeholders. The Challenge: Strategic Scale & Operational Rigor This is a "bilingual" People Partnership role. You must be as comfortable partnering with senior leaders to develop scalable change strategies, proactively planning for contingencies and championing the vision through effective storytelling, as you are walking the floor of a robust call center to understand engagement drivers.

Requirements

8 years of HR Generalist, HR Business Partner or equivalent experience across non-exempt and exempt employees, with 3+ years dedicated to non-exempt employee populations, ideally in Call Center, TPA, or Claims Operations.
BA/BS degree (Bachelor of Science) or equivalent practical experience.
High emotional intelligence (EQ) and the ability to have "courageous conversations" with senior leaders who might push back on HR initiatives.

Nice To Haves

Mission-Driven: You believe that the People Team’s role isn't just "compliance"—it’s about creating a place where people solving difficult problems feel valued.
Agility & Mindset: Proven ability to remain flexible and agile in an ever-changing environment. You thrive in ambiguity and view "pivots" as opportunities for growth rather than obstacles.
Continuous Learning: A lifelong learner mindset. You are someone who stays ahead of HR trends, technology shifts, and healthcare regulations, with a willingness to always be learning alongside your teams.
Partner Collaboration: Exceptional track record of partnership and collaboration, with business leaders and people team partners. You act as a true partner of the business and people team, building deep trust with operational leaders to co-create people strategies that drive bottom-line results.

Responsibilities

Partner with senior leaders and fellow People Partners to develop and implement people strategies that align with business objectives, drive talent growth, retention, engagement, and development.
Provide thought partnership on workforce planning, including team structure, skills evolution, and hiring prioritization.
Anticipate challenges and opportunities by helping leaders ‘see around corners’, offering proactive guidance and insights that inform smarter organizational and talent decisions.
Coach and empower leaders by providing guidance on leadership challenges, performance management, team dynamics, and navigating complex people challenges across the employee lifecycle.
Work cross-functionally to plan and effectively communicate organizational changes, advocating for the needs of your business groups while facilitating effective training and messaging.
Partner with People Operations and People Partners to align our culture with reward strategies, ensuring fairness, internal equity and employee engagement
Champion and nurture a strong, inclusive culture within business teams, acting as a trusted advisor and advocate for employees to ensure voices are heard and respected.
Play an active role in influencing business outcomes through company-wide people initiatives.
Collaborate with Employee Relations (ER), Legal & Compliance partners to resolve complex ER cases to ensure timely, fair and compliant solutions that align with our company values and policies.
Act as a thought partner to leadership (Directors and VPs) to design organizational structures and plan for future headcount needs.
Drive annual cycles like performance reviews, compensation planning, and promotion calibrations within your assigned business units.
Use data from engagement surveys to diagnose "cultural health" issues and implement programs that improve morale and retention.
Lead teams through transitions, whether it’s a departmental restructure, a shift in product strategy, or scaling a new office.
Manage complex workplace issues, including conflict resolution and performance improvement plans (PIPs), while maintaining legal compliance.