Director, HR Business Partner, Global Technology - Military veterans preferred

Job Summary

This role is responsible for effectively leading people strategies for the Technology Leadership team in the areas of performance, talent planning & succession, recruitment, workforce planning, engagement, diversity, equity, & inclusion, organizational development and change management.

Actively focus on innovative transformation efforts to develop best-in-class processes in support of a technology-enabled solutions to provide better experiences for our consumers, improving health outcomes, and lowering costs. Develop and implement communication plans and efforts that strengthen and support employee engagement. Create and implement strategies to guide employee development, movement, and retention.



Job Responsibilities

• Influences assigned Business Unit Division leadership team on matters of organizational development and design, development and implementation of strategies for talent acquisition, employee development and training, performance management, employee communication and change management. Acts as a liaison with recruitment, compensation and benefits, employee services, learning services, systems training and consulting, talent management and employee relations to ensure that all human resources needs are communicated and managed to meet the needs of the business.
• Manages all human resources initiatives associated with workforce balancing, including but not limited to, skills assessments, employee selection and de-selection, severance activities, and outplacement. Ensures the design and consistent application of tools to accomplish all activities related to workforce balancing, and that all activities are performed according to regulatory and Company guidelines.
• Develops and implements communication and change management strategies which impact both field and corporate employees adapt to changes in the workplace that result from organizational and divisional changes.
• Oversees and collaborates in proactive manpower planning activities associated with the rollout of complex Division initiatives. Oversees the development and consistent application of policies that support the growth of the division within fiscal requirements that provide a strong ROI.
• Designs, develops, and implements the human resources strategic plan through the understanding of the business unit’s Division business goals and objectives, operating environment, culture, opportunities and constraint.
• Supports the business process by providing human resources expertise that enhances communication, and facilitates the design of strategies to attract, retain, and develop talent.
• Facilitates effective communication to provide cohesive and productive interactions with all departments of the Human Resources division.
• Assesses effectiveness of the organizational structure including staffing levels and job responsibilities. Identifies shortcomings and recommends appropriate actions to address development needs for all levels within the business division or Transformation Program.
• Participates in Company-wide initiatives/projects acting as divisional HR representative to provide direction and information on user needs and best practices, identifying interdependencies which have a people impact, and influencing the decisions made.
• Manages the process to establish and implement human resources best practices.

• Bachelor’s Degree and at least 6 years of Human Resources experience OR High School/GED and at least 9 years of Human Resources experience.
• Knowledge of HR strategies: workforce planning and development, talent management, centralized HR and shared services functions.
• Knowledge of Federal, State and local labor and employment laws (i.e. Title VII of the Civil Rights Act, ADA, FMLA, ADEA, FLSA and EEO regulations)
• Experience using time management skills such as prioritizing/organizing and tracking details and meeting deadlines of multiple projects with varying completion dates.
• Experience negotiating with internal and external stakeholders, resolving service issues and reconciling differences.
• Experience leading or supporting organization design and change management initiatives.
• Experience coaching /counseling management at the executive level.
• At least 2 years of experience contributing to financial decisions in the workplace.
• At least 3 years of experience of direct leadership, indirect leadership and/or cross functional team leadership
• Willing to travel up to 10% of the time for business purposes (within state and out of state).

• Master’s Degree / MBA
• Preferred certification as PHR or SPHR as granted by HRCI
• Experience supporting nation-wide employee populations in an HR support role.
• Ability to structure complex problems and work with cross-functional teams to execute transformation programs.