Apply on Employer Site

Navitus Health Solutions · 1 day ago

HRBP IT and Technology

United States

Full-time

Remote

Senior Level

$98K/yr - $123K/yr

5+ years exp

Navitus Health Solutions is committed to making medications more affordable through innovative pharmacy benefit management. They are seeking an HR Business Partner for their Technology division to align HR strategies with business objectives, support talent acquisition, and drive organizational performance.

Health CareInformation Technology

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

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 complex associate relations issues, conduct effective, thorough, and objective investigations and ensure compliance with policies, procedures, and laws

Collaborate with Centers of Excellence (COE) such as Talent Acquisition, Total Rewards, Learning and Development and HR Generalists to achieve company and business unit initiatives and needs

Analyze HR metrics and trends to develop solutions, programs, and policies in partnership with the HR COE Leadership

Develops and analyzes data to guide business leaders in planning and execution of people related strategies

Drive change management initiatives and foster a culture of continuous improvement ensuring success. Proactively challenge the status quo and / or innovative ideas to ensure decisions are consistent with organizational standards, policy, and culture

Coach and develop managers on effective leadership and people management practices

Serves as a member of the leadership team for assigned business units and functions

Consults with Leadership to provide HR guidance, policy interpretation, coaching, and partnership to resolve associate relations, drive engagement and performance, and effectiveness in talent selection

Works closely with management and team members to improve work relationships, build morale, and increase productivity and retention

Collaborate with HR COE Leadership to ensure efficient and effective hiring, onboarding, and offboarding of staff

Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance. Partners with legal counsel as needed/required

Partners with HR Leadership on people-focused communication and implementation of initiatives and services

Identifies training needs for assigned business units and functions and provides individual leadership coaching as needed

Other duties as assigned

Qualification

HR Business PartneringIT Support ExperienceEmployment Law KnowledgeData AnalyticsTalent ManagementProject ManagementChange ManagementCoaching SkillsOrganizational DevelopmentCommunication SkillsRelationship Building

Required

Bachelor's degree in human resource management or business-related discipline or equivalent experience required

5 years of progressive HR experience with at least 2 years in a business partner or consultative role required

Prior experience supporting BOT functions, specifically IT

Strong knowledge of employment laws and HR best practices

Proven ability to influence and build strong relationships with stakeholders at all levels

Preferred

SHRM-CP, SHRM-SCP, PHR or SPHR is preferred

Project management experience with the ability to manage multiple projects and priorities in a dynamic environment preferred

Familiarity with data analytics and HR metrics

Knowledge of general human resource programs, policies, and procedures related to employee relations, recruitment, compensation, benefits, leave administration, EEO/AAP administration, understanding of state and federal laws related to employment practice strongly desired