Senior HR Business Partner

Position Description

Base pay is influenced by several factors including a candidate’s qualifications, relevant experience, and anticipated contributions to meet the needs of the business, along with internal pay equity and external market driven rates. The salary range displayed has not been adjusted for geographical location. This range has been created in good faith based on information known to Capital Blue Cross at the time of posting and may be modified in the future. Capital Blue Cross offers a comprehensive benefits packaging including Medical, Dental & Vision coverage, a Retirement Plan, generous time off including Paid Time Off, Holidays, and Volunteer time off, an Incentive Plan, Tuition Reimbursement, and more.At Capital Blue Cross, we promise to go the extra mile for our team and our community. This promise is at the heart of our culture, and it’s why our employees consistently vote us one of the “Best Places to Work in PA.”

As a Human Resources Business Partner Sr (HRBP Sr), you will play a critical role in aligning HR strategies with business objectives. You will work closely with management and employees to foster a positive work environment, drive organizational effectiveness, and support the company’s growth and development. Your responsibilities will include strategic HR planning, talent management, employee relations and retention, management coaching, performance management, and change management.

Responsibilities and Qualifications

Strategic HR Planning:

• Develop and maintain influential relationships with leadership to drive talent outcomes that support business objectives.
• Assess organizational performance systemically, defining talent gaps and proposing HR solutions that support client business objectives.
• Provide proactive HR support, meeting regularly with business unit leaders, and managing all aspects of the employee lifecycle.
• Partner with business leaders and Finance on regular workforce planning data management.
• Ensure effective partnerships with HR Centers of Excellence (CoEs) to solve problems and execute key deliverables, driving a “one HR” experience for internal clients.
• Analyze data trends and metrics to inform business decisions.
• Partner with compensation team regarding job leveling and compensation changes, managing expectations with the business from a pay equity and budget standpoint.
• Work closely with HR COE members to provide business feedback and identify areas of improvement.

Employee Relations:

• Serve as a resource and advise on general policy application and process/practice implementation.
• Coach managers on effective leadership skills and proactively identify team morale and engagement issues.
• Participate in onboarding and offboarding efforts for assigned client area. Conduct stay interviews and exit interviews to identify trends and issues, work with the HR COEs to identify and implement solutions, and provide feedback to managers, as appropriate.
• Support regular employee engagement survey by communicating results and partnering with managers to follow-through on measurable action plans. Responsible for resolving employees’ questions either directly or indirectly.
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary.

Talent Management:

• Facilitate annual talent and succession planning events and support annual calibration activities.
• Identify the talent gaps and development needs of the client group, its managers, key individuals, and people in key positions and work with the Learning and Belonging COE to identify solutions.
• Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development

Performance Management:

• Partner with business leaders and HR COEs to identify people related issues, trends, and challenges before they arise.
• Assess root causes of business and organizational performance and recommend actions through consultative approach.
• Diagnose large scale organization effectiveness and team performance issues and partners with senior leaders and their leadership teams to implement solutions to resolve.
• Improve manager and employee performance by identifying and clarifying issues, evaluating potential solutions, implementing selected solutions, and coaching and counseling managers and employees.
• Provide performance management guidance to line management for coaching, counseling, career development, and disciplinary actions.
• Work with managers to address performance issues timely and efficiently.