Human Resources Business Partner Director

2 weeks ago

Boston, United States Commonwealth Care Alliance Full time
Why This Role is Important to Us

The Human Resources Business Partner Director is responsible for providing professional consultative HR guidance and delivery of HR Business Partner services to Commonwealth Care Alliance geographically assigned business unit/s, leaders, and management teams through effective strategic architecting and tactical delivery of the human resources function.

Based in a deep understanding of the business needs, company culture and team members, this position is responsible for developing and executing all human resources related planning, compliance, execution and strategic efforts in addition to working collaboratively with leaders to prioritize people solutions that accelerate the achievement of business plans through talent management and succession planning, diversity and inclusion, rewards and recognition, organizational effectiveness, compensation strategy, and workforce planning.

Reporting to the Senior Director, Human Resources Partnership, the Director will play a key role leading and managing CCA's people strategy and the continued evolution of the HR Business Partner function.

What You'll Be Doing

People Strategy: Serve as a member of the HR Strategic Partnerships leadership team and contribute to the creation and execution of the company wide people and culture strategy.

Strategic Partnership: Lead human resources initiatives that drive results and accelerate innovation. Align strategic and tactical business plans into a practical and effective human resource agenda. Support and enable partnered organizations by providing expertise on all HR aspects of the business. Partner with senior leaders to develop and implement solutions to organizational and people-related challenges based upon HR expertise and in-depth understanding of the business. Provide leadership on matters of performance management, effective communication, organizational change and the creation of a high-performance culture. Develop and implement change management initiatives which facilitate/enable organizational growth and transformation and effect continuous improvement. Establish credibility throughout the organization and position self as an effective problem solver of people and organizational issues. Coach and develop leaders, supporting them while engaging in critical people activities and enabling them to make sound decisions

Organization Effectiveness: Develop and implement organizational development/design strategies which align with business aspirations and drive optimal business results. Partner with management to remove barriers in order to drive operational transformation across all areas of the business. Lead the effort for continuous improvement of leadership capability and organizational efficiency. Support strategic decision making; facilitate process improvements; enable effective change; structure organizations; foster team development; energize organizational talent.

Talent Management: Partner with assigned leaders and client groups and Talent Acquisition to develop proactive organizational staffing strategies to recruit and retain top caliber talent in a high-performance environment. Ensure the right number and type of people are in place to meet current and future business needs by doing workforce planning and analysis; recruiting; diversity strategies and execution; retention planning; performance management and differentiation; talent development; and succession planning.

Employee Relations: Act as senior advisor to leaders and their management teams on all employee relations issues and effectively communicate to all levels of employees. Facilitate employee conflict resolution and the reduction of employee relations issues with a pragmatic approach grounded in business need and results. Handle sensitive matters with confidentiality and executive maturity. Ensure compliance with employment laws; mitigate risks associated with disputes; resolve issues and questions directly through appropriate subject matter experts/HR COEs.

Performance Management: Develop, strengthen and implement appropriate programs to facilitate optimal performance of all employees. Manage performance evaluation system in pursuit of a culture of accountability and results-orientation, linking organizational and employee performance. Provide ongoing direct and actionable performance coaching and feedback to the organization's leaders. Oversee annual performance management cycle and compensation planning in collaboration with HR COEs.

Reward and Recognition: In partnership with HR colleagues and CCA leadership, develop and implement progressive and competitive total reward programs and practices, as required, which provide motivation, incentives, and rewards for effective employee performance. Use compensation practices, policies and tools to guide decisions that support the organizational goals

What We're Looking For

  • Bachelor's degree in related field
  • Degree in Human Resources, Organization Development, Industrial Psychology or closely-related discipline.

SHRM certification (or equivalent related professional designation) or advanced degree.
  • 10+ years of relevant and progressively responsible roles in human resources, including human resources business partner/"generalist" role.
  • Demonstrated leadership and learning agility, showing a curiosity and passion for understanding the broader needs of the organization, setting priorities and taking action in an organized, proactive manner.
  • Exceptional relationship building skills and ability to partner with CCA leadership, management teams, and HR colleagues to influence broader HR strategies and practices to link HR strategy to business goals.
  • Customer orientation experience / consultative skills focusing on needs of internal clients delivering extraordinary results; must be able to operate in a positive, helpful and productive manner; a record of success in providing effective, innovative and practical advice.
  • Demonstrated success identifying and resolving problems in a timely manner; gathering and analyzing information expertly; developing alternative solutions; working well in group problem solving solutions; using reason even when taking care of emotional topics.
Demonstrated expertise influencing, facilitating, and driving change
  • 12-15 years or equivalent hands-on HR experience across multiple HR domains
  • Proven history of success in healthcare or social service environments a plus
Management experience, a plus
  • A commitment to excellence and to making a difference; results driven, improvement focused, and action-oriented self-starter who can handle various responsibilities simultaneously and proactively and continually look for a better way of doing things;
  • Capability to quickly establish and sustain credibility with business partners; ability to work with functional groups, HR COEs (Center of Excellence), and employees at all levels to effectively and professionally achieve business results and establish long-term, mutually beneficial relationships;
  • Strong coaching, facilitation, conflict resolution skills with ability to have difficult conversations
  • Strong knowledge of local, state and federal employment laws and regulations;
  • Strong written and oral communication skills with proven listening skills, ability to clearly and effectively present with conviction ideas and suggestions, to a variety of audiences;
  • Excellent judgment and ability to manage confidential information and act with integrity and discretion;
  • Strong problem resolution and decision-making skills and ability to resolve elevated issues - be creative and resourceful and display sound judgment and demonstrate accountability;
  • Facilitates organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change; guides and directs organizational design, development and change management solutions;
  • Self-motivated; able to work both independently to complete tasks and respond to department requests, as well as collaborating with others to utilize resources and knowledge of others in identifying quality solutions;
  • Strong organization, planning and project management skills; ability to prioritize tasks for both self, direct report(s), and team to meet business requirements and deadlines; and,

Intermediate to advanced knowledge of Microsoft Office programs and HRIS systems, ADP Workforce Now preferred.

Strong project management skills

English

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