Senior Strategic HR Business Partner

InnovAge•Philadelphia, PA

7d•Hybrid

About The Position

The Senior Strategic Human Resources Business Partner (HRBP) will serve as a key advisor and consultant to business leaders, aligning people strategies with organizational goals. This role is responsible for driving talent initiatives, workforce planning, and organizational effectiveness across the business. This incumbent will collaborate closely with leadership to influence and implement HR strategies that support growth, innovation, and a high-performance culture. This position is not focused on employee relations, but rather on proactive, data-driven, and strategic HR partnership Essential Functions and Work Responsibilities Functional Category: Strategic Workforce Planning & Organizational Design Estimated Percent of time Spent – 15% Partner with business leaders to understand strategic objectives and develop workforce plans that align with long-term goals. Lead organizational design initiatives to ensure optimal team structures, role clarity, and scalability. Analyze workforce data and trends to inform talent strategies and identify capability gaps, partnering with the Centers of HR Excellence, such as Talent Acquisition, Learning Development, and Compensation. Collaborate with Finance and Operations to align headcount planning with budget and business forecasts. Support change management efforts related to organizational transformation and growth. Facilitate strategic talent reviews and succession planning processes. Functional Category: Talent Strategy & Leadership Development Estimated Percent of time Spent – 35% Champion a coaching-first culture by guiding leaders through Employee Relations matters, ensuring escalation is reserved for complex or unresolved issues. Act as a coach and advisor to leaders on leadership effectiveness, team dynamics, and talent development. Provide strategic guidance on talent management, including succession planning, high-potential development, and leadership coaching. Collaborate with HR Centers of Excellence to design and execute talent plans and organizational development strategies. Partner with leadership to develop hiring and development plans that support business objectives. Promote HR best practices across the function and ensure alignment of HR initiatives with enterprise-wide goals. Drive communication, education, and change management efforts related to HR capabilities and programs. Use data to drive informed decision-making and identify root causes of organizational challenges. Functional Category: HR Analytics, Culture & Business Alignment Estimated Percent of time Spent – 25% Build a strong pool of leaders and managers with the skills and behaviors critical to sustainable growth. Partner with business leaders to evolve and embed a culture that engages and inspires employees. Lead or advise on large-scale change initiatives including business transformations, restructuring, and organizational development. Challenge and influence leadership to elevate HR practices and drive cultural alignment. Support DEI initiatives and ensure inclusive practices are embedded in all talent strategies. Foster a high-performance, values-driven culture through strategic engagement initiatives. Functional Category: Stakeholder Engagement & Continuous Improvement Estimated Percent of time Spent – 25% Build strong, trust-based relationships with business leaders and HR colleagues. Actively participate in strategic planning sessions and business reviews. Identify opportunities to improve HR processes and enhance the employee experience. Monitor key HR metrics and KPIs to assess the effectiveness of people strategies. Stay current on HR trends, best practices, and regulatory changes to inform strategy. Use data and analytics to provide insights on workforce trends, engagement, and performance. Monitor key HR metrics and KPIs to assess the effectiveness of people strategies. Partner with leaders to drive employee engagement and foster a values-driven culture. Align HR initiatives with business priorities to enhance organizational effectiveness. Serve as a liaison between business units and HR Centers of Excellence to ensure seamless delivery of HR programs. Lead or contribute to cross-functional projects that support strategic business goals Perform other tasks as assigned.

Requirements

Bachelor's degree in Human Resources, Business or related field or equivalent work experience OR equivalent healthcare HR experience
8 years of progressive HR experience, with at least 5 years in a strategic HRBP role.
Demonstrated experience in workforce planning, organizational design, and leadership development.
Strong business acumen and ability to influence senior stakeholders.
Proficiency in HRIS systems and data analytics tools.
Excellent communication, facilitation, and relationship-building skills.
Even-tempered and able to balance multiple tasks in accordance with changing deadlines and priorities in a fast-paced environment.

Nice To Haves

Master's degree in Human Resources, Business Administration, PHR or SPHR designation
Experience in HR within the healthcare sector with 2000+ employee companies
Professional HR certification (e.g., SPHR, SHRM-SCP) preferred.

Responsibilities

Partner with business leaders to understand strategic objectives and develop workforce plans that align with long-term goals.
Lead organizational design initiatives to ensure optimal team structures, role clarity, and scalability.
Analyze workforce data and trends to inform talent strategies and identify capability gaps, partnering with the Centers of HR Excellence, such as Talent Acquisition, Learning Development, and Compensation.
Collaborate with Finance and Operations to align headcount planning with budget and business forecasts.
Support change management efforts related to organizational transformation and growth.
Facilitate strategic talent reviews and succession planning processes.
Champion a coaching-first culture by guiding leaders through Employee Relations matters, ensuring escalation is reserved for complex or unresolved issues.
Act as a coach and advisor to leaders on leadership effectiveness, team dynamics, and talent development.
Provide strategic guidance on talent management, including succession planning, high-potential development, and leadership coaching.
Collaborate with HR Centers of Excellence to design and execute talent plans and organizational development strategies.
Partner with leadership to develop hiring and development plans that support business objectives.
Promote HR best practices across the function and ensure alignment of HR initiatives with enterprise-wide goals.
Drive communication, education, and change management efforts related to HR capabilities and programs.
Use data to drive informed decision-making and identify root causes of organizational challenges.
Build a strong pool of leaders and managers with the skills and behaviors critical to sustainable growth.
Partner with business leaders to evolve and embed a culture that engages and inspires employees.
Lead or advise on large-scale change initiatives including business transformations, restructuring, and organizational development.
Challenge and influence leadership to elevate HR practices and drive cultural alignment.
Support DEI initiatives and ensure inclusive practices are embedded in all talent strategies.
Foster a high-performance, values-driven culture through strategic engagement initiatives.
Build strong, trust-based relationships with business leaders and HR colleagues.
Actively participate in strategic planning sessions and business reviews.
Identify opportunities to improve HR processes and enhance the employee experience.
Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
Stay current on HR trends, best practices, and regulatory changes to inform strategy.
Use data and analytics to provide insights on workforce trends, engagement, and performance.
Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
Partner with leaders to drive employee engagement and foster a values-driven culture.
Align HR initiatives with business priorities to enhance organizational effectiveness.
Serve as a liaison between business units and HR Centers of Excellence to ensure seamless delivery of HR programs.
Lead or contribute to cross-functional projects that support strategic business goals
Perform other tasks as assigned.