HR Business Partner Lead

About the role

The HR Business Partner Lead leads the people management agenda in a business unit/area, and acts as a facilitator for the company's management team. This role applies broad HR expertise across talent management, workforce planning, organizational design, change leadership, compensation practices, talent acquisition, and employee engagement.

Responsibilities

• Lead and/or support execution of People Plan initiatives that strengthen talent attraction, retention, engagement, and a high-performance culture.
• Lead and influence HR transformation efforts that support both short- and long-term business success.
• Facilitate knowledge sharing between business areas to promote adoption of best practices and increased efficiencies.
• Develop and implement frameworks that increase consistency, scalability, and effectiveness of HR practices.
• Drive performance improvement and enable positive change in people management practices.
• Establish KPIs and metrics to measure the impact of programs and actions; monitor performance, generate insights, and recommend course corrections to improve outcomes.
• Strengthen organizational practices and controls related to talent management, performance management, and succession planning.
• Leverage data analytics to support HR decision-making, providing insights into talent retention, employee engagement, turnover trends, root causes, and workforce planning needs.
• Use data-driven insights to guide leadership in strategic decision-making and resource allocation in support of business goals and budget priorities.
• Ensure effective use of HR technology and tools to collect, analyze, and report on key HR metrics.
• Partner with M&A teams and business leadership to support successful acquisition and integration activities.
• Lead change management efforts to support successful implementation of new processes and standards, coordinating with HRBP teams and appropriate subject matter experts.
• Collaborate with other HR colleagues and CoE specialty partners (e.g., People Analytics, Talent Acquisition, Compensation, Culture and Engagement, etc.) to drive cohesive HR programs and strengthen culture.
• Present and report on HR metrics and strategic priorities to senior leadership.
• Lead confidential and special projects that improve organizational effectiveness and operational efficiency.
• Advise on workforce planning and succession strategies to help ensure a strong pipeline of future leadership talent.

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field.
• Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
• Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
• Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
• Proven track record contributing to improvements in talent retention and organizational effectiveness.
• Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
• Ability to travel approximately 10% based on business needs.

Preferred Qualifications

• PHR or SPHR certification.
• Experience in the healthcare industry and/or with a multi-site, multi-state employer.
• Experience working in a highly matrixed organization.

Work at Home Requirements

To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary.

Travel

Scheduled Weekly Hours 40

This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.

Description Of Benefits

Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.

About Us

About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.

Equal Opportunity Employer

It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.