Strategic HR Business Partner - Clinical Division
About The Position
Medica is a nonprofit health plan with more than a million members that serves communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for. We're a team that owns our work with accountability, makes data-driven decisions, embraces continuous learning, and celebrates collaboration — because success is a team sport. It's our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm, and every member feels valued. 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
- Shape Divisional People Strategy: 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.
- Provide Advanced Consulting & Coaching: 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.
- Lead Organizational Effectiveness & Workforce Planning: 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 on High-Risk ER & Organizational Impact: 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.
- Drive Integrated Talent, Change & Analytics: 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 and many other benefits
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What This Job Offers
Job Type
Full-time
Career Level
Director
