Sr. Human Resources Business Partner

Judi Health•Denver, CO

3h•$117,200 - $176,000

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 partners across HR—including Talent Acquisition, Talent Development, Total Rewards, and HR Operations—and with Finance, Legal, Compliance, and other stakeholders to deliver practical, scalable solutions that strengthen leadership effectiveness, organizational performance, talent outcomes, and employee experience. Working with substantial independence and minimal direction, the role applies broad HR expertise, business acumen, employee-relations expertise, sound judgment, and data-informed decision-making. It moves between strategic consultation and disciplined execution, influences senior leaders, and takes calculated risks while considering business goals, employee needs, and organizational risk. The position leads and supports strategic business partnership, organizational effectiveness and change, performance and talent management, employee relations, people programs, insights, and operational excellence. It also contributes to enterprise-level initiatives and the development of HR objectives, programs, and practices. The position is described as flexible, and management may assign or reassign duties and responsibilities to meet organizational goals.

Requirements

Master’s degree in business, Human Resources, or a related field and 12 or more years of experience in human resources; or 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.
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 between strategic advising and hands-on execution in a fast-paced, evolving environment.
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.
Ability to work independently, exercise sound judgment, and determine an appropriate course of action in complex or ambiguous situations.
Broad, cross-functional HR expertise and the depth 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.
Experience with HRIS systems is required.
Ability to maintain strict confidentiality, exercise discretion, and handle sensitive or privileged information professionally.
Personal ethics, integrity, adaptability, and commitment to fair and consistent people practices.

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 is preferred.

Responsibilities

Advise leaders on people strategies across the employee lifecycle to support growth, organizational change, business agility, and effective 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 that enable sustainable growth.
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 the 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.
Develop solutions to complex talent and organizational challenges using broad HR expertise and business knowledge.
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 matters involving elevated risk, regulatory requirements, or 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 when appropriate while maintaining fair, consistent, and defensible people practices.
Maintain accountability for recommendations and outcomes that may significantly affect a business area, employee population, or HR function.
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; ensure compliance with company policies and the Judi Health Code of Conduct.
Mentor HRBP team members informally 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 employee experience.
Lead or contribute to enterprise-level initiatives that may influence HR practices, programs, or broader organizational outcomes.