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Strategic Senior HR Business Partner

4 months ago

Philadelphia, United States The Cigna Group Full time

Evernorth is seeking a Human Resources Business Partner (HRBP, Sr. Advisor) to join the team to drive and enable business outcomes through the development and execution of our people priorities and initiatives. The role will serve as strategic HR partner to our Global Infrastructure and Operations organization.   This role will be a hybrid opportunity ideally located in Bloomfield, CT; St. Louis, MO; Philadelphia, PA; Nashville, TN or Morris Plains, NJ. Travel is limited but may be required.  

Key responsibilities include but are not limited to:

Talent and Capability Development

  • Partner and coordinate with Center of Excellence (COE) resources to identify requirements and execute actions in support of building talent and capabilities across our global infrastructure functions and roles.
  • Responsible for partnering closely with business leaders in the development, management and delivery of global strategic workforce plans that are aligned to our baseline, portfolio, and investment needs.
  • Partner with our training and development programs to upskill resources, inclusive of technical, competency, and leadership skills

Project Management

  • Responsible for project managing components of our talent and culture work streams associated with our Technology talent strategic plan
  • Assist in the design, delivery and execution of the initiatives to support attracting, developing, and enabling our workforces

 Business Partnership

  • Serves as a senior advisor to leaders. Provides strategic HR consulting and problem-solving solutions on issues to our GI&O leaders
  • Assists in the creation of development plans for high potential leaders and employees and identifies high potentials at all levels for current- and future-state critical roles
  • Deliver solutions to improve processes, team dynamics, etc. to optimize organizational effectiveness
  • Provide thought leadership and drives execution of business strategy, goals and priorities

Leadership Effectiveness and Key Talent Management

  • Develops effective leaders within the organization, focusing on leadership needs and key themes identified as part of the business strategy and organizational and talent review processes. Initiatives include working with leaders to create strategies to close talent gaps, developing a highly effective leadership team; developing bench strength for succession and talent management. Encourages building strength through diversity.
  • Designs and implements retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization. Coach leaders on their personal efficacy and leadership impact.

Employee Involvement and Engagement

  • Identifies through elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
  • Responsible for driving initiatives to become an employer of choice through our mission driven culture
  • Creates processes and solutions in partnership with management which support a positive employee relations environment through effective communications, policies and practices.

Change Leadership

  • Acts as a change agent to client groups, partners and project teams to drive organizational change through the application of a common framework, process and set of best practice tools, which prepare employees for ongoing change and transformation.

Qualifications:

  • Bachelor’s Degree required, Masters preferred.
  • Minimum of 8-10+ years of experience in a strategic HR Business Partner or HR center of excellence role demonstrating increased levels of responsibility. Experience spanning both corporate and HR Partner functions preferred
  • Strong proficiency in participating in human resource organizations to further business strategies and create competitive advantage; global experience preferred
  • Leadership/Coaching: Strong proven leadership skills and experience in positioning executives to make thoughtful decisions about their organization's mission and goals, and properly allocate people resources to achieve those directives
  • A driver of change with strong organizational development and relationship building skills
  • Ability to think strategically and execute strategy into action
  • Demonstrated ability to work in a highly complex/matrixed business and HR model; able to navigate and influence
  • Understanding of Technology with the ability to understand, discuss and work with leaders on Cigna's business strategy and human capital implications
  • Credibility as a trusted advisor and confidant to leadership
  • Knowledge of organizational development techniques and performance management
  • Experience helping organizations through change management
  • Strong business acumen project management skills, successful teaming with colleagues, and a strong results orientation
  • A highly effective communicator with the ability to clearly and concisely articulate ideas, concepts, and proposals
  • Capable of quantitative analysis, with a proven ability to work with numbers and financial data