Sr. Human Resources Business Partner

Judi Health•Charlotte, NC

About The Position

The Senior HR Business Partner at Judi Health serves as a trusted advisor to senior leaders, providing strategic and hands-on support across evolving business priorities and employee populations. The role works with the Judi Health HR team—including Talent Acquisition, Talent Development, Total Rewards, and HR Operations—to deliver practical, scalable solutions that strengthen leadership effectiveness, organizational performance, talent outcomes, and the employee experience. Success requires business acumen, employee relations expertise, sound judgment, data-informed decision-making, and the ability to shift between strategic consultation and disciplined execution. Working with substantial independence and minimal direction, the Senior HR Business Partner applies broad HR expertise to develop solutions and deliver results. The role partners effectively with Finance, Legal, and other stakeholders, and uses conceptual thinking, calculated risk-taking, and influence to advise senior leaders. The position description may be adjusted to meet organizational goals. The position is listed with salary ranges of $140,800–$176,000 USD in New York, NY; $128,800–$161,000 USD in Denver, CO; and $117,200–$146,500 USD in Charlotte, NC. Judi Health is a health technology company providing benefit administration solutions to employers, unions, health plans, and government entities. Its Unified Claims Processing™ platform consolidates pharmacy and medical benefit administration. Employees are responsible for adhering to the Judi Health Code of Conduct, including reporting non-compliance.

Requirements

Master’s degree in business, Human Resources, or a related field and 12 or more years of experience in human resources; or a bachelor’s degree in business, Human Resources, or a related field (including Industrial/Organizational Psychology) and 10 or more years of experience in human resources or related processes such as compensation, finance, or performance management.
Proven ability to influence senior executives and lead through ambiguity in fast-paced, evolving environments.
Experience coaching leaders and teams on talent, performance, team effectiveness, and organizational health.
Experience conducting workplace investigations and preparing clear, factual, well-organized documentation.
Strong knowledge of federal, state, and local employment laws, with sound judgment about when to escalate risk.
Ability to shift effectively between strategic advising and hands-on execution.
Excellent written and verbal communication skills, including the ability to translate complex issues into clear guidance and decisions.
Ability to manage multiple complex priorities, meet deadlines, and work independently with exceptional accuracy and attention to detail.
Proven ability to exercise sound judgment and determine the best course of action in complex or ambiguous situations.
Broad, cross-functional HR expertise to advise on complex organizational, talent, employee-relations, and workforce matters.
Experience leading complex, cross-functional initiatives involving significant organizational impact, competing priorities, or elevated risk.
Strong executive presence and influence, including the ability to explain complex ideas, anticipate objections, and shape senior-level decisions.
Ability to assess incomplete or intangible information, identify implications and tradeoffs, and turn analysis into actionable recommendations.
Ability to maintain strict confidentiality, exercise discretion, and handle sensitive or privileged information professionally.
Deep personal ethics, integrity, adaptability, and commitment to fair and consistent people practices.
Experience with HRIS systems is required.

Nice To Haves

Knowledge of PBM, pharmacy, and healthcare.
Experience working with remote client groups and leaders.
Experience partnering with AI-focused organizations.
UKG and Workday experience.

Responsibilities

Advise leaders on people strategies across the employee lifecycle to support growth, organizational change, business agility, and execution.
Translate business priorities and workforce data into practical recommendations, coordinated action plans, and measurable outcomes.
Build trusted relationships with leaders, managers, and employees while maintaining an enterprise-wide perspective.
Coach leaders to strengthen accountability, decision-making, team effectiveness, and leadership impact.
Assess organizational health, leadership capability, team effectiveness, and operating rhythms to identify opportunities and risks.
Advise on organizational design, workforce strategy, role clarity, talent deployment, and operating models.
Lead change-management efforts that build alignment, readiness, and adoption across affected teams.
Use data, diagnostics, employee feedback, and cross-business insights to shape strategy, measure impact, and improve how work gets done.
Lead cross-functional projects from definition through implementation, delivering practical and sustainable outcomes.
Shape direction, priorities, and resource allocation for people programs, projects, and organizational initiatives.
Guide leaders through goal setting, feedback, development planning, performance management, and corrective action.
Lead and support talent reviews, succession planning, career development, internal mobility, and workforce planning.
Partner with Talent Management, Recruiting, and Learning and Development to identify critical roles, capability gaps, and development priorities.
Use workforce insights to identify talent risks, strengthen retention, and inform equitable, well-documented talent decisions.
Partner with senior leaders on consequential talent and workforce decisions, balancing business objectives, employee considerations, organizational risk, and long-term capability needs.
Advise leaders and managers on workplace concerns, performance, conduct, attendance, accommodations, and policy interpretation.
Conduct fair, thorough, and objective workplace investigations and document findings, conclusions, and recommended actions.
Coach senior leaders through complex and sensitive employee matters, including communication, documentation, and consistent policy application.
Partner with Legal, Compliance, and other stakeholders on elevated-risk matters, regulatory requirements, or matters with significant employee impact.
Identify employee-relations trends and recommend proactive education, process improvements, and manager resources.
Independently assess complex, sensitive, or high-risk employee matters, determine an appropriate course of action, and engage relevant stakeholders when warranted.
Evaluate alternatives, implications, and risks when precedent or established processes do not fully address a matter; take thoughtful, calculated risks where appropriate and remain accountable for recommendations and outcomes.
Support the design, communication, and implementation of enterprise programs and annual talent processes.
Develop policies, processes, templates, and manager tools that improve clarity, consistency, efficiency, and scalability.
Leverage AI, HR technology, and productivity tools to strengthen decision-making, streamline work, and create repeatable solutions.
Maintain accurate, timely, and confidential records in accordance with company practices and applicable requirements.
Stay current on employment laws, HR practices, and workforce trends, and ensure compliance with company policies and the Judi Health Code of Conduct.
Serve as an informal mentor to HRBP team members by sharing expertise, providing guidance, and reinforcing consistent team practices.
Model Judi Health values and contribute to strategic initiatives that advance HR partnership at scale, speed, and consistency.
Contribute broad functional expertise, business insight, and innovative thinking to the development and evolution of HR objectives, principles, programs, and practices.
Identify opportunities for new approaches, tools, or operating practices to improve organizational effectiveness, scalability, or the employee experience.
Lead or contribute to enterprise-level initiatives that may influence HR practices, programs, or broader organizational outcomes.