Senior People Business Partner

HealthEdge

2d•Hybrid

About The Position

Overview Position Overview: HealthEdge is seeking a Senior People Business Partner (Senior PBP) to serve as a strategic advisor and thought partner to senior leaders across the enterprise. In this role, you’ll drive large-scale organizational transformation, shape talent strategies, and influence the evolution of a high-performance, aligned culture. As a trusted business partner, you will align people priorities to business outcomes, lead organizational design efforts, deliver workforce planning solutions, and embed talent development into the fabric of our leadership practices. You will operate primarily at the strategic level—while remaining hands-on where needed—and partner closely with HR colleagues to ensure consistency, excellence, and innovation across the People function. This is a highly collaborative role for a strategic, systems-level thinker who thrives in fast-paced, complex environments. About Center of Excellence: Centers of Excellence (COE) are teams whose primary goal is to provide expertise in a specific field. COEs will usually provide support through training, research, and skilled leaders. In the case of HealthEdge, our Centers of Excellence incorporate the Human Resources, IT, Legal and Financial fields, all of which provide support to our Product divisions and allows the enterprise to move forward and achieve its goals. Your Impact: Strategic Partnership & Business Alignment Serve as a senior advisor to leaders, aligning business strategy with people strategy to accelerate performance and transformation. Translate business needs into actionable, scalable people initiatives that build capability and enhance organizational health. Anticipate talent and workforce challenges through ongoing environmental scanning, internal insights, and business partnership. Organizational Design & Workforce Planning Lead complex org design efforts across business units; advise on structure, role clarity, spans and layers, and change impacts. Identify opportunities to optimize team performance, decision-making structures, and cross-functional collaboration. Partner on workforce planning initiatives to ensure the right people are in the right roles at the right time. Leadership & Talent Development Coach and advise senior leaders and managers through change initiatives, leadership transitions, and team evolution. Facilitate talent review discussions, succession planning, and top talent development across functions. Embed a culture of continuous performance, integrating feedback, recognition, and development into everyday leadership. Data, Insights & Decision Support Provide data-driven counsel to influence decisions on structure, talent moves, and organizational priorities. Partner with analytics teams to ensure data accuracy and use insights to diagnose root causes and inform action. Lead and support strategic people analytics initiatives to elevate business impact. Employee Relations & Culture Stewardship Serve as a senior escalation point for complex and sensitive employee relations issues, applying objective, legally sound approaches. Champion a culture of trust, accountability, and respect through leader coaching and systemic interventions. HR Collaboration & Team Leadership Collaborate across HR Centers of Excellence (Total Rewards, Talent Acquisition, L&D, Operations) to drive integrated solutions. Mentor and develop junior PBPs and HR team members, modeling excellence and elevating the practice. Contribute to the evolution of enterprise-wide HR frameworks, practices, and programs.

Requirements

Bachelor's degree with 8+ years of progressive experience in strategic HR, including 5+ years in a People Business Partner or Senior HRBP role.
Proven experience partnering with senior leadership to drive transformation, talent strategy, and organization design.
Demonstrated success in complex, matrixed environments with enterprise-wide scope and ambiguity.
Strong business acumen and understanding of company financials, operations, customers, and market trends.
High emotional intelligence, integrity, and ability to handle confidential, sensitive issues with sound judgment.
Strong executive presence and ability to influence, coach, and advise at the senior level.
Intuitive, conceptual, systems focused thinker with strong analytical and problem-solving skills.
Effective pacing, prioritization, and sequencing of work.
Can thrive in fast paced, ambiguous environment.
Self-starter, impact player that can work autonomously as well as in a team environment.
Practical business acumen- understand company financials, operations, markets, and customers.
Passion for bringing out the best in people, identifying potential and creating development opportunities that advance the business and the individual.
Bachelor's Degree with 8 or more years of experience in human resources specifically focused on talent management, total rewards, business partner, or leading functional areas within HR
Customer-focused, organized, collaborative, analytical, flexible, proactive, resourceful, passionate, efficient and accountable.
A high degree of integrity and honesty; ability to exercise confidentiality and neutrality in complex and sensitive situations
Ability and willingness to work at all levels of the HR “stack” – strategic, operational, and tactical

Nice To Haves

Experience in healthcare and/or technology sectors.
Advanced HR certification (e.g., SHRM-SCP, SPHR).
Master’s degree in Human Resources, Business, or Organizational Development.
Experience with mergers, acquisitions, or large-scale restructuring.
Familiarity with modern HRIS and analytics tools.
Healthcare/Technology Experience
HR Certification

Responsibilities

Engage with management to develop and translate business strategy into talent management initiatives and facilitate implementation.
Proactively provide workforce insights to help leaders identify and address blocks and leverage opportunities for high performance.
Help to facilitate organizational decisions based on a deep understanding of interdependencies across functions and stakeholders.
Guide business leaders on organizational design that will drive growth and support organizational health.
Proactively identify strategic issues, workforce planning or organizational design challenges and provide advice to develop creative solutions.
Manage the data accuracy of your business unit in HRIS to preserve source of truth
Actively utilize data in support of feedback, coaching and advice aimed towards enhancing the organization’s success; exhibit managerial courage in raising issues and addressing difficult situations.
Translate data and analytics to develop insights, tell stories, drive decisions and measure impact.
Enable leadership to effectively manage their talent with confidence.
Partner with leaders on change initiatives with a focus on culture, leadership, and management transformation, and supporting systems and processes.
Understand top talent in the organization and be able to articulate strengths, weaknesses, key development actions, and potential next moves. Approach performance management as a talent building mechanism, aimed at growing individual and organizational capabilities.
Manages and resolves Employee Relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Company policies.
Be agile and able to navigate ambiguity, build strong relationships across multiple teams, and execute effectively.
Collaborate with core HR functions (Total Rewards, L&D, Talent Acquisition) to deliver solutions in support of business objectives.
Anticipate business needs and support leaders in effective strategic decision making through research, benchmarking, and innovation methods.
Understand best practices and analyze emerging trends in the industry to develop scalable HR strategy, frameworks, and initiatives.