Human Resources Business Partner for Business, Operations, and Technology (BOT) Division

Company

Navitus

About Us

Navitus - Putting People First in Pharmacy - Navitus was founded as an alternative to traditional pharmacy benefit manager (PBM) models. We are committed to removing cost from the drug supply chain to make medications more affordable for the people who need them. At Navitus, our team members work in an environment that celebrates diversity, fosters creativity and encourages growth. We welcome new ideas and share a passion for excellent service to our customers and each other._____________________________________________________________________________________________________________________________________________________________________________________________________________. Current associates must use SSO login option at https://employees-navitus.icims.com/ to be considered for internal opportunities.

Pay Range

USD $98,000.00 - USD $123,000.00 /Yr.

Work Schedule Description (e.g. M-F 8am to 5pm)

M-F from 8am to 5pm Central and additional hours as business needs require

Remote Work Notification

ATTENTION: Navitus is unable to offer remote work to residents of Alaska, Hawaii, Maine, Mississippi, New Hampshire, New Mexico, North Dakota, Rhode Island, South Carolina, South Dakota, West Virginia, and Wyoming.

Overview

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning HR strategies with business objectives to drive organizational performance. The HRBP provides expert guidance in areas such as workforce planning, talent management, associate relations, organizational development, and change management. This role acts as a consultant to management on human resource-related issues while serving as an associate champion and change agent.

The HRBP will provide HR guidance, analyze metrics, resolve associate relations issues, and work with management to improve work relationships and productivity. The HRBP provides consultation to assigned business units and/or functional areas to formulate partnerships across the HR function, working to deliver value-added service to management and associates that reflect the business objectives of the organization. This role will be responsible for delivering all HR services leveraging other HR experts as appropriate for the full associate lifecycle, including recruiting, selection, onboarding, engagement, development, performance management, rewards, and offboarding.

Responsibilities

 

HRBP supporting the Business, Operations, and Technology (BOT) Division

• Strategic Alignment: Working with the IT side of the business means strategies can shift rapidly. The HRBP must be highly adaptable, able to quickly adjust HR processes to support evolving organizational needs.
• Talent Acquisition and Recruitment: Supporting the IT discipline requires close collaboration with hiring managers to identify talent needs, craft job descriptions, and develop effective recruitment strategies, both with direct hire and also temps/contractors to ensure we have dynamic solutions for planned and urgent, unique needs. The HRBP should also be prepared to design or review the Associate Value Proposition (AVP) to attract top technology talent.
• Associate Development and Training: The IT landscape evolves quickly. The HRBP shares responsibility for identifying skill gaps and implementing training and development programs to upskill associates. They must also ensure associates have access to the necessary resources and opportunities to grow.
• Performance Management: IT leaders are often highly skilled in their technical domains but may need support in leadership fundamentals. The HRBP plays a key role in guiding them on setting performance expectations, conducting regular reviews, and addressing performance issues effectively.
• Associate Engagement and Retention: IT departments face intense competition for talent. The HRBP must help foster a positive work environment, address associate concerns, and develop retention strategies to keep valuable technology professionals engaged and committed to the organization.
• Understanding of Capital Projects: The HRBP should understand the strategies in play, what planned needs need to be fulfilled, and what we are planning for. 

Additionally: 

 

• Partner with business leaders to develop and implement HR strategies that support business goals.• Provide guidance and support on organizational design, workforce planning and talent development planning to support the business strategy and organizational goals.• Lead and support performance management, succession planning, and associate engagement initiatives.• Lead performance improvement and support with divisional leadership to ensure alignment with company performance policy, practices, and standards and provide leadership training to support positive performance measures.• Manage comp