Senior Manager Human Resources Business Partner

Overview

The Senior Manager, HR Business Partner, will be a member of a business unit and or functional leadership team and serve as a key business partner to provide strategic and tactical human resources leadership. This role will partner with other HR team members, such as talent acquisition, employee experience, operations, and total rewards. This role is responsible for driving HR initiatives that align with business objectives, enhance organizational performance, and foster a positive work environment. The Senior Manager, HRBP acts as a consultant on human resources-related issues, serving as an employee champion and change agent. This role is a people manager.

Responsibilities

Strategic Partnership

• Collaborate with senior leadership to understand business goals and develop HR strategies that support business objectives.
• Act as a trusted advisor to leadership and management, providing HR expertise and guidance on talent management strategy, including leadership development, succession planning, and career pathing.
• Drive Human Resources strategies to ensure that individual and team behaviors and performance are consistent with the business mission, strategies, and values.
• Actively identify gaps and implement changes necessary to ensure compliance, reduce risk, and ensure we are providing employees with an engaging, respectful, and productive work environment.

Organizational Capability

• Build organizational capability through individual and organizational development planning, succession planning, and identifying high-potential performers in line with the overall strategy and direction of the business.
• Ensure that the organization has the capabilities to adapt to a changing marketplace and compete through a constant flow of future-ready talent.
• Support the implementation of performance management systems, including goal setting, performance reviews, and feedback processes.
• Ensure effective communication of HR products, services, and programs (e.g., benefits, orientation, training, and development initiatives, etc.).

Change Management

• Lead and support change management initiatives to ensure smooth transitions during organizational changes, such as restructurings or mergers.
• Communicate effectively with employees to ensure understanding and buy-in for change initiatives.

Employee Relations

• Partner with the employee relations team to manage and resolve complex employee relations issues, conducting thorough and objective investigations as needed.
• Provide guidance and support to managers on performance management, disciplinary actions, and conflict resolution.
• Ensure compliance with all applicable labor laws and regulations, and manage risks related to HR practices.

Culture

• From a thorough understanding of company culture, values, and key business priorities, identify obstacles and opportunities and drive recommended actions and solutions.
• Drive engagement and retention programs, ensuring the creation of an environment where employees are empowered and motivated to achieve their best work.

HR Metrics and Analytics

• Utilize HR metrics and data to analyze trends, identify areas for improvement, and make data-driven recommendations and decisions.
• Prepare and present quarterly reports on HR metrics, activities, and outcomes to senior leadership.
• Hire, develop, coach, lead, and retain top-tier talent, with a focus on building and improving a team and culture that can assist in employing best-in-class practices to support and drive high levels of internal and external customer satisfaction. 
• Complete all responsibilities as outlined in the annual performance review and/or goal setting. 
• Complete all special projects and other duties as assigned. Required
• Must be able to perform duties with or without reasonable accommodation. Required

This job description is intended to describe the general nature and level of work being performed and is not to be construed as an exhaustive list of responsibilities, duties, and skills required. This job description does not constitute an employment agreement and is subject to change as the needs of Cotiviti and the requirements of the job change.  Required

 

Qualifications

• Bachelor’s degree in business administration and/or Human Resources with a minimum of 10-15 years of HR experience with 5 + years of SRHRBP
• SPHR/SHRM-CP preferred
• Ability to develop clear, actionable steps from the overall strategy
• Expert at combining the big picture, strategic world vi