Strategic HR Business Partner - Clinical Division
Medica•Madison, WI
•$113,400 - $194,400•Hybrid
About The Position
The Director-Level HR Business Partner provides strategic partnership to senior leaders (SVPs and VPs) across 1-3 divisions, addressing high-complexity organizational, talent, and workforce challenges. This role brings enterprise-level diagnostic capability, leads large-scale org and change initiatives, advises on significant ER risk, and co-creates HR solutions with COEs for broad impact. Perform other duties as assigned.
Requirements
- Bachelor's degree in HR or Business or equivalent experience, plus 10 years of progressive HR experience
Nice To Haves
- PHR, SPHR or Master's Degree
- Experience supporting a clinical division (Pharmacy, STARS, Utilization Management, Care Coordination, Case Management, etc.), a health plan, and/or provider setting preferred
Responsibilities
- Partner with senior leaders to set divisional people priorities aligned to business outcomes, culture, and workforce strategy
- Participate in strategic decision-making and ensure people implications (talent, structure, capability, risk) are embedded in business plans
- Consult on executive compensation and market positioning by interpreting market data and internal equity dynamics, in partnership with Total Rewards
- Support the design and implementation of special incentive programs aligned to divisional goals
- Co-create scalable people programs with COEs to ensure enterprise alignment while meeting divisional needs
- Challenge and develop senior leader thinking; elevate leadership maturity, decision quality, and accountability
- Facilitate complex leadership and team dynamics, including role clarity, decision rights, and operating norms
- Diagnose complex organizational issues using enterprise frameworks (org health, performance patterns, engagement drivers, operating model misalignment)
- Influence leaders through data-driven insights, clear narrative framing, and practical pathways to action
- Design and lead large-scale reorganizations, workforce planning, and operating model improvements
- Improve cross-functional ways of working and support enterprise initiatives at the division level
- Partner deeply with IDEA and L&D to embed capability-building and inclusion into operating rhythms
- Advise senior leaders on high-risk employee relations matters and potential litigation exposure in partnership with Employee Relations and Legal
- Assess organizational and cultural impact of ER decisions and leader actions
- Identify systemic risk patterns and recommend preventive interventions to reduce future exposure
- Lead strategic change initiatives across multiple divisions; develop change strategies, coach senior leaders, and drive adoption
- Shape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depth
- Lead talent calibration discussions with a strong point of view; align development actions to business and capability needs
- Leverage workforce and engagement analytics to inform strategic decisions related to capacity, skills, retention risk, and performance
- Translate analytics into insights that shape decisions, priorities, and trade-offs - not just reporting trends
Benefits
- competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services
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What This Job Offers
Job Type
Full-time
Career Level
Director
