Strategic HR Business Partner - Clinical Division

Key Accountabilities

• 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
• Perform 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

Required Qualifications

• Bachelor's degree in HR or Business or equivalent experience, plus 10 years of progressive HR experience

Preferred Qualifications

• 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