HR Business Partner

At Blue Cross and Blue Shield of Nebraska we are a champion for the health and well-being of our members and the communities we serve.

Our team is the power behind that promise. And, as the industry rapidly evolves and we seek ways to optimize business processes and customer experiences, there’s no greater time for forward-thinking professionals like you to join us in delivering on it!

As a member of Team Blue, you’ll find purpose, opportunities and the support you need to build a meaningful career and make a powerful impact in our community.

Candidates applying to this position must live within driving distance of the Omaha, Nebraska metro. This position allows remote flexibility but will require the person to come to the office as needed to connect with leaders.

The HR Business Partner acts as a strategic partner, provides excellence in human resources and integrated talent management consultation and support by embedding HR strategy into day-to-day work by partnering with senior leaders, managers, and designated business units to contribute to the achievement of strategic and tactical goals and objectives. Areas of focus include, but are not limited to employee relations, compensation, salary, benefits, corrective action, performance management, recruiting, legal requirements, diversity and inclusion, organizational effectiveness, and employee development.

What you'll do:

• Consult the business unit management teams regarding employee issues, performance, and individual development. Research and solve complex employee relations issues and policy interpretation questions which arise from daily interactions with managers and employees. Resolves employee relations issues through a systematic approach using sound judgment and a win-win, solution-oriented approach, and provides metrics, analytics and feedback to managers on employee relations issues.
• Analyze trends, patterns and HR implications of business goals, works with employees and managers to address root cause of HR issues and recommends and implements effective solutions for resolution.  Take a leadership role as an employee champion and change agent identifying opportunities to improve HR effectiveness, assessing the need for change, developing proposals on change initiatives, and implementing and communicating change plans. Partner with the HR/OE leadership team to establish consistency and alignment.
• Provide management education on employee relations, salary, benefit, and performance management programs as needed. Partner with OE Consultants to prepare research and conduct instructional sessions designed to disseminate information about HR programs, leadership development, and various administrative (legal/policy) as needed.
• Contribute to fair, competitive, and legal company policies and procedures and provides consultative support to management and partners with the HR Operations Team to ensure day to day and legal compliance with EEO, Unemployment, FMLA, FLSA and AAP and other Employment laws, researching and responding to charges as necessary, compensation, and benefits. Maintain currency in legal subject matter related to HR in providing support to business units and consistent company-wide practices.
• Act as liaison between management and Talent Acquisition on the recruitment and hiring activities of the business units placing qualified applicants for management, exempt and nonexempt positions. Support business units in forecasting and planning their talent pipeline requirements in line with the functions or business strategy. Review key business performance targets and related talent implications with business leaders. 
• Partner with assigned business unit to anticipate business needs and develop HR solutions to support the business needs of the unit. This may include attending and contributing at operational staff meetings, town halls, planning sessions, training programs, change initiatives, staffing forecasts and budgeting sessions, etc.
• Actively participate in the external HR community through membership and networking in HR/Talent Management organizations, associations and community events. Positive and professional HR/OE & BCBS role model. Maintain knowledge of progressive HR, Talent Management, and Human Capital best practices and trends. 

To be considered for this position, you must have:

• Bachelor’s degree in human resources, business, law, communications or related field and 6 years in an HR Generalist Role, 2 years in an HR Management position. An equivalent combination of education and experience may be substituted to meet this requirement.
• Licensure/Certification required for position: PHR, SPHR, SHRM-CP, SHRM-SCP, and/or sHRBP.
• Demonstrated knowledge of high-level HR practices, consultative skills, correc