Strategic HR Business Partner I/II (Finance)

Job Description:

Summary:

The Strategic HR Business Partner I/II collaborates with senior leadership within an assigned division(s) to thoughtfully adapt and implement enterprise HR strategies, processes, and functions in ways that are tailored to the unique needs, culture, and priorities of each business area. They will focus on areas including but not limited to; workforce planning, compensation, talent planning, performance management, change management, leadership development, employee engagement, retention, and talent acquisition with a foundational focus on Inclusion, Diversity, Equity, and Access (IDEA).

Essential Accountabilities:

Level I

• Develop and maintain an understanding of the client organization's short- and long-range goals, marketplace position, financial position, and strategic plan to assess and anticipate HR-related needs.
• Apply people analytics to empower business leaders to make data-driven decisions by communicating workforce risks, analyzing workforce trends, and identifying future opportunities.
• Collaborate with HR Centers of Excellence (COEs) to deliver best-in-class HR processes, policies, and practices that drive competitive advantage.
• Maintain working knowledge of employment law and partner with employee relations to resolve complex employee issues and reduce potential risk.
• Support the development and implementation of enterprise HR initiatives focused on strategic business imperatives.
• Assigned to multiple HR products within a COE as to support the product's lifecycle management at an enterprise-level from product conceptualization through deployment and ensures alignment through frequent communication and recommending process improvements.
• Acts as an independent, self-directed initiator for assigned client organization, taking ownership to drive localized prioritization of work, process improvements, talent & change management.
• Coaches and influences leaders on complex HR matters communicating workforce risks, analyzing trends, and identifying opportunities.
• Serves as a contributing member of the divisional leadership team(s) as the expert HR consultant to senior leaders, actively shaping business strategy and execution.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.
• Maintains high regard for member privacy in accordance with corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

Level II (In addition to Level I accountabilities)

• Anticipate, challenge and influence to directly drive outcomes with senior and executive level leadership.
• Ability to flex between tactical and strategic thinking. Independently leads conceptual design of initiatives through implementation, execution and follow through.
• Effectively assess and consider both macro and local impact to assist leaders in successfully navigating business changes.
• Translates complex workforce data into strategic insights, proactively identifying talent risks and opportunities to inform executive decision-making and mitigate business disruption.
• Applies advanced people analytics and financial acumen to enable predictive, data-driven HR strategies that optimize workforce investment and ROI.
• Utilize strategic financial fluency to influence talent planning, ensuring budgetary decisions support talent priorities and business growth.
• Serve as a role model and demonstrate leadership through actions.
• Mentor, coach and guide other team members.

Minimum Qualifications:

NOTE: We include multiple levels of classification differentiated by demonstrated knowledge, skills, and the ability to manage increasingly independent and/or complex assignments, broader responsibility, additional decision making, and in some cases, becoming a resource to others. In addition to using this differentiated approach to place new hires, it also provides guideposts for employee development and promotional opportunities.

All Levels

• Five (5) or more years of progressive multi-disciplinary Human Resources experience to include HR generalist or consulting in multiple HR Centers of Excellence (COE's), or three (3) years of Human Resources Business Partner experience. Bachelor's degree preferred.
• Certification in Human Resources from an accredited institution (SHRM or HRCI) is preferred.
• Knowledge of the healthcare industry is preferred.
• Proficiency in people analytics and budget/finance to influence decision-making.
• Demonstrated ability to lead through ambiguity and drive strategic initiatives.
• Ability to independently balance competing priorities in both strategic and day-to-day service delivery.
• Proficiency in project planning/management, Microsoft Suite, and HRIS systems.
• Strong organizational skills and attention to detail.

Level II (in addition to Level I Qualifications)

• Seven (7) or more years of progressive multi-disciplinary Human Resources experience to include HR generalist or consulting in multiple HR Centers of Excellence (COE's), or five (5) years of Human Resources Business Partner experience with increasing scope and responsibilities.
• Demonstrated ability to partner with executive leadership as a strategic Human Resources consultant across multiple disciplines.
• Proven ability to lead cross-functional initiatives and instill trust across all hierarchy levels on high-impact, high-visibility divisional people strategies.
• Demonstrated experience translating business opportunities into a vision, strategy, and action plan.
• Advanced proficiency in conflict resolution, decision making, influence, relationship building, problem solving, systems thinking, and executive-level communication.
• Ability to make autonomous decisions related to the support and service of a specific business group.
• Proven ability to communicate and influence at the executive level.
• Demonstrated credibility and integrity in communications to ensure information flows upward and downward.
• Experience acting as a primary contributor to improving major processes with significant impact on company practices.

Physical Requirements:

Level I

• Ability to work while sitting and/or standing at a workstation viewing a computer and using a keyboard, mouse and/or phone for three (3) or more hours at a time.
• Ability to travel across the Health Plan service region for meetings and/or trainings as needed.

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One Mission. One Vision. One I.D.E.A. One you.

Together we can create a better I.D.E.A. for our communities.

At the Lifetime Healthcare Companies, we're on a mission to make our communities healthier, and we can't do it without you. We know inclusion of all people helps fuel our mission and that's why we approach our work from an I.D.E.A. mindset (Inclusion, Diversity, Equity, and Access). By activating all of our employees' experiences, skills, and perspectives, we take action toward greater health equity.

We aspire for our employees' interests and values to reflect the communities we live in and serve, and strongly encourage all qualified individuals to apply.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing an inclusive workforce, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

Compensation Range(s):

Level I: Grade E5: Minimum $71,880 - Maximum $129,384

Level II: Grade E6: Minimum $79,068 - Maximum $142,322

The salary range indicated in this posting represents the minimum and maximum of the salary range for this position. Actual salary will vary depending on factors including, but not limited to, budget available, prior experience, knowledge, skill and education as they relate to the position's minimum qualifications, in addition to internal equity. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays.

Please note: There may be opportunity for remote work within all jobs posted by the Excellus Talent Acquisition team. This decision is made on a case-by-case basis.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.