HR Business Partner (Healthcare Consulting)

About Sellers Dorsey

Sellers Dorsey is a healthcare impact strategy firm focused on improving care access, quality, and outcomes for our nation’s most vulnerable populations. We work with providers, managed care organizations, state entities, and others, to design, implement, fund, and optimize sustainable programs that deliver maximum impact to underserved communities. Built on decades of experience in Medicaid, our team includes former state Medicaid directors, healthcare policy experts, health plan execs, and hospital leaders who know how to navigate the complexities of the system and find creative, impactful solutions that drive the greatest impact for the individuals and communities that need it most.

About the Role

Sellers Dorsey is seeking an HR Business Partner (HRBP) to serve as the dedicated HR partner to a selection of Corporate function leaders and their organizations. As the HRBP and reporting to the Senior Director of Human Resources, you already have a proven HR Business Partner experience and the ability to build a trusted advisory relationship with senior executives quickly, in an environment where HR strategy and process are still being built out. In this strategic partnership role, you will partner with leaders on performance management, workforce planning, and org design, while also handling hands-on employee relations and coaching work. You will also support HR projects and priorities.

Responsibilities

• Performance management and employee relations: coach leaders through difficult conversations and performance management, from setting expectations through documentation, PIPs, and termination when necessary. Lead or support employee relations matters and workplace investigations, partnering with Legal as needed.
• Organizational design and executive advisory: apply established org design principles to advise leaders on structuring, scaling, and evolving their teams to meet business needs.
• Talent review and compensation calibration: partner with leaders on talent review, calibration, and performance and compensation reviews.
• Job structure: create and validate job descriptions and compensation leveling; support the firm's job architecture and compensation projects.
• Change management and manager enablement: advise on communication plans for organizational changes, accounting for the sensitivity of the audience and how the message is sequenced. Deliver manager training in the absence of a formal L&D program.

Key Qualifications

• Bachelor's degree in HR, Business Administration, or related field required.
• SHRM-CP, PHR, or equivalent preferred.
• At least six (6) years of progressive HR experience, including a minimum of two (2) years in an HR Business Partner role.
• Exercise strong judgment and discretion with confidential and sensitive matters, including knowing when to escalate an issue and to whom.
• High attention to detail, organization, and follow-through.
• Comfortable building process and structure in an environment where formal programs don't yet exist.

Compensation

The anticipated salary range for candidates is $105,400/year to up to $131,800/year. The final pay offered to a successful candidate will be dependent on several factors that may include but are not limited to the type and years of experience within the job, the type of years and experience within the industry, the candidate’s education, and the candidate’s market location. Typically, candidates are not hired near the top of the range and compensation decisions are made based upon Sellers Dorsey’s Total Compensation Policies & Guidelines. The successful candidate will also be eligible to participate in our annual Corporate Incentive Plan (CIP) that can range to up to 9% of annual salary.

Benefits

• Eligibility to enroll in group healthcare plans that offer medical, dental, and vision and for insurance plans offering short term disability, long term disability, and basic life.
• Eligibility to enroll in Sellers Dorsey’s 401k plan provided they meet plan requirements.
• Flexible Time Off that allows employees to use what they need.
• 16 paid holidays throughout the calendar year.
• Paid time off for qualifying medical leave.
• Up to 12 weeks of combined paid parental and bonding leave.