Senior HR Business Partner at Capital Blue Cross

Harrisburg, Pennsylvania, United States -

Full Time

Start Date

Immediate

Expiry Date

08 Jun, 26

Salary

0.0

Posted On

10 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Verbal Communications, Written Communications, Negotiation, Consultative Approach, Networking, Analytical Skills, Organization, Problem Solving, Employment Law, Regulatory Compliance, Talent Management, Change Management, Performance Management, Organizational Design

Industry

Insurance

Description

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. Skills: Well-developed verbal and written communications skills. Demonstrated skills in negotiation, consultative approach and networking skills. Demonstrates analytical, organization and problem solving skills in order to accurately and efficiently identify, analyze and respond to customer inquiries, as well as identify and analyze trends and discrepancies. Demonstrates ability to work independently, be flexible and react appropriately to changing job assignments and work environments. Knowledge: Proven knowledge of employment law, including regulatory compliance, terminations and EEOC claims, is necessary. Previous experience exerting strong influence on key constituents while acting as a trusted advisor and coach. Experience: 7+ years of experience in generalist, employee relations or business partner role. Breadth of experience in multiple HR disciplines, such as talent development, change management, organizational design. Education and Certifications: Bachelor’s degree in Human Resources, Business Administration, or related field. Human Resources related certification preferred. Location: This position is classified hybrid, which requires onsite work on Tuesdays and Wednesdays. Physical Demands: While performing the duties of the job, the employee is frequently required to sit, use hands and fingers, talk, hear, and see. The employee must occasionally lift and/or move up to 5 pounds. About Us We recognize that work is a part of life, not separate from it, and foster a flexible environment where your health and wellbeing are prioritized. At Capital you will work alongside a caring team of supportive colleagues, and be encouraged to volunteer in your community. We value your professional and personal growth by investing heavily in training and continuing education, so you have the tools to do your best as you develop your career. And by doing your best, you’ll help us live our mission of improving the health and well-being of our members and the communities in which they live.

Responsibilities

The Senior HR Business Partner will align HR strategies with business objectives by working closely with management and employees to foster a positive work environment and drive organizational effectiveness. Key duties include strategic HR planning, talent management, employee relations, management coaching, performance management, and change management.