Senior HR Business Partner - Marketing & Communications - Hybrid

The Cigna Group•Bloomfield, CT

4d•$111,300 - $185,500•Hybrid

About The Position

Help shape the organization behind a powerful enterprise brand. As a Senior HR Business Partner for Enterprise Marketing & Communications, you will advise executive and senior leaders as they build the talent, capabilities, and teams needed to advance business priorities. You will combine business insight, a growth mindset, and a caring approach to help leaders navigate change and create an environment where people can do their best work.

Requirements

8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting senior leaders.
Demonstrated success supporting transformation, organizational change, and workforce planning.
Experience designing or implementing organization structures, operating models, and talent strategies.
Strong consulting, facilitation, coaching, problem-solving, and stakeholder management skills.
Executive presence and the ability to influence, challenge, and build trust across levels.
Ability to lead through ambiguity, manage competing priorities, and deliver in a fast-paced environment.
Clear, concise communication and a practical, data-informed approach to decisions.

Nice To Haves

Bachelor's degree in Human Resources, Business, Organizational Development, or a related field.
Experience partnering with Marketing, Communications, brand, creative, or related business teams.
Experience working across HR centers of expertise, including talent, compensation, learning, or leadership development.

Responsibilities

Turn Marketing & Communications priorities into integrated talent and workforce strategies that improve performance and support growth.
Advise and challenge senior leaders with data, market insights, and practical recommendations that address talent risks and opportunities.
Lead organization design and operating model work that clarifies accountability, improves effectiveness, and aligns teams to changing business needs.
Guide strategic workforce planning, including capability planning, talent assessment, succession, and future-state organization design.
Build and lead change strategies that help teams adopt new ways of working and sustain results through transformation.
Shape talent strategies that strengthen attraction, development, engagement, retention, and leadership pipelines.
Coach leaders on talent decisions, team effectiveness, employee engagement, and organizational leadership.
Partner across HR to deliver connected solutions in performance, learning, compensation, leadership development, talent review, and succession planning.
Use employee feedback and organizational data to recommend focused actions that strengthen culture, innovation, collaboration, productivity, and retention.
Provide thoughtful guidance on complex employee relations, leadership, and organizational matters while balancing business and employee needs.