Strategic HR Business Partner

Madison•Madison, WI

12h•Hybrid

About The Position

The Strategic HR Business Partner is a director-level individual contributor who serves as the primary strategic HR partner to a C-suite leader and their senior leadership team within a key organizational function. The role provides proactive counsel on complex organizational, talent, workforce, and leadership priorities; leads significant organizational and change initiatives; and applies enterprise-level perspective and diagnostic capability to address complex business challenges. The position partners closely with HR Centers of Excellence to shape and deliver solutions with broad organizational impact and performs other duties as assigned. The ideal candidate is a strategic, data-oriented HR leader who combines business acumen with empathy and influence. They bring a consultative style, are energized by organizational transformation, and help leaders navigate competing priorities while maintaining focus on people, performance, and long-term business outcomes. They are collaborative, innovative, and adept at seeing connections across the enterprise. This is an office role requiring an average of three onsite workdays per week. Candidates may be located near the Minnetonka, Minnesota, or Madison, Wisconsin, office. Medica does not offer work visa sponsorship; candidates must be legally authorized to work in the United States at the time of application, and employment is contingent on verification of identity and work eligibility.

Requirements

Bachelor's degree or equivalent experience in a related field.
At least 10 years of progressive HR experience in an HR Business Partner support model, working in collaboration with Human Resources Centers of Excellence, including HR Operations and Employee Relations.

Nice To Haves

Demonstrated ability to serve as a strategic advisor to senior leaders using workforce analytics, business insights, and data-driven decision-making.
Strong systems-thinking capability and a track record of connecting organizational, talent, and business strategies across multiple functions and stakeholder groups.
Track record of guiding leaders and teams through transformation, organizational change, and evolving business priorities.
Strong partnership orientation with HR Centers of Excellence to align talent strategies, programs, and solutions with business needs.
Breadth of exposure across complex enterprise organizations and entrepreneurial, high-growth environments.
PHR or SPHR certification, or a master's degree.

Responsibilities

Partner with senior leaders to set divisional people priorities aligned with business outcomes, culture, and workforce strategy.
Participate in strategic decision-making and incorporate talent, structure, capability, and risk considerations into 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 Centers of Excellence that support enterprise alignment and divisional needs.
Challenge and develop senior leader thinking, elevating leadership maturity, decision quality, and accountability.
Facilitate complex leadership and team dynamics, including role clarity, decision rights, and operating norms.
Diagnose organizational issues using enterprise frameworks, including organizational health, performance patterns, engagement drivers, and operating-model alignment.
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 with IDEA and Learning & Development 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 the organizational and cultural impact of employee-relations decisions and leader actions.
Identify systemic risk patterns and recommend preventive interventions to reduce future exposure.
Lead strategic change initiatives across multiple divisions, developing change strategies, coaching senior leaders, and driving adoption.
Shape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depth.
Lead talent calibration discussions, align development actions to business and capability needs, and bring a strong point of view.
Use workforce and engagement analytics to inform decisions about capacity, skills, retention risk, and performance.
Translate analytics into insights that shape decisions, priorities, and trade-offs.