Principal HR Business Partner, Employee Relations

Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building.

Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare’s greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.

Overview: The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters, including investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. This experienced HR professional partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging deep expertise in ER to address complex workplace challenges. The Principal HRBP also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations—to assist the HRBP team in optimizing associate performance. In addition, this role is responsible for ensuring communication to associates aligns with the organization’s self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. Highly organized and adept at thriving in a fast-paced, multi-matrix environment, the Principal HRBP manages the full spectrum of HR and ER tasks with minimal direction.

Duties and Responsibilities:

• Functions as the HRBP lead and subject matter expert for employee relations matters.
• Investigates employee allegations of violations of Company policy or applicable law. Activities will include interviewing witnesses, gathering, and reviewing relevant documents, analyzing, and synthesizing the information gathered to determine the facts, assessing witness credibility, preparing a concise investigation report, making recommendations to management for remedial action, updating the case tracking system and assisting with reporting and analytics.
• Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy.
• Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans.
• Collects data on workplace issues and incidents and prepares analysis to assist the Human Resources Leadership team’s understanding of trends and systemic issues.
• Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed.
• Leads the process to collect information from exiting employees in order to identify trends and opportunities for improvement.

• Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices.
• Provides support and advice to department leaders on methods and approaches to resolve employee performance issues and supports employee development efforts, and engages legal advisors as needed.
• Administers corporate Human Resources policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies.
• Participates in the development and updating of Human Resources programs and procedures to communicate and effectively implement to the organization.
• Supports the Progressive Discipline process—such as assisting in the prep and review of corrective actions, performance improvement plans (PIPs), and terminations—to assist the HRBP team in optimizing associate performance.
• Support the Reduction in Force (RIF) process by assisting with preparation activities, ensuring HRBPs are fully equipped to manage workforce changes, and coordinating consistent, clear associate messaging in alignment with organizational guidelines.
• Analyze trends and metrics to develop in partnership with the HRBP team solutions, programs, and policies; evaluate workforce data to identify patterns and recommend or design workplace models that support organizational goals, drive behavioral change, and strengthen enterprise-wide effectiveness.
• Partner with HR Compliance to review and update policies based on analysis and workplace trends, ensuring all policies reflect necessary