Strategic HR Business Partner, Sr. Advisor - Cigna Healthcare - Hybrid

at  The Cigna Group

Cigna Healthcare is seeking a Human Resources Business Partner (HRBP, Sr. Advisor) to join the team to drive and enable business outcomes through the development and execution of our people priorities and initiatives. This role will partner with HR Leadership supporting the U.S. Employer Strategy & Solutions and Clinical Performance & Quality (CP&Q) organizations and will be responsible for strategic HR consulting to senior business leaders on a broad range of HR and organizational issues.
This role will ideally be located in Bloomfield, CT, Philadelphia, PA, or St Louis, MO. Travel is limited but may be required.

Qualifications

• Bachelor’s Degree and minimum of 8+ years of experience in a HR Business Partner or COE role demonstrating increased levels of responsibility highly preferred
• Proven track record of leading large/complex organizational changes
• Ability to think strategically and transform strategy into action
• Proven leadership skills and experience in positioning executives to make thoughtful decisions about their organization’s mission and goals, and properly allocate people resources to achieve those directives
• Relationship builder with strong credibility as a trusted advisor to senior leadership
• Strong business acumen and learning agility with the ability to understand, discuss and work with leaders on Cigna’s business strategy and talent implications
• Experience leading organizations through change management efforts
• Successful teaming with colleagues
• A highly effective communicator with the ability to clearly and concisely articulate ideas, concepts, and proposals
• Demonstrated ability to work in a highly complex/matrixed business and HR model
• Knowledge of, and proven capability in, organizational development techniques and performance management
• Experience in Workday strongly preferre

Business Partnership

• Serve as advisor to senior business leaders; provide strategic HR consulting and problem-solving solutions on complex people issues.
• Deliver solutions to improve processes, team dynamics, etc. to optimize organizational effectiveness.
• Provide input and feedback in the creation of development plans for high potential employees and identify high potentials at all levels for current- and future-state critical roles.
• Provide thought leadership and enable the business to deliver on its strategy, goals, and priorities through execution on the talent strategy.

Leadership Effectiveness and Key Talent Management

• Develop effective leaders within the organization, focusing on leadership needs and key themes identified as part of the business strategy and organizational and talent review processes.
• Play an active role in guiding assigned client groups through ongoing talent review and succession planning activities.
• Design and implement retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization – now and for the future.
• Coach leaders on their personal efficacy and leadership impact.

Talent and Capability Development

• Partner and coordinate with functionally-aligned HR Center of Excellence (COE) resources to identify requirements and execute actions in support of building talent and capabilities across assigned functional areas.
• Partner with Leadership Development Programs to build future talent capabilities for the organization.

Employee Involvement and Engagement

• Apply a data-driven approach through assessment of engagement surveys and other feedback vehicles to positively impact employee engagement and address pain points affecting the employee experience.
• Identify strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
• Partner with employee groups and key resources as appropriate to drive department-specific employee engagement initiatives.

Change Leadership

• Act as a change agent to client groups, partners, and project teams to drive organizational change through the application of a common framework, process, and set of best practice tools to prepare employees for ongoing change and transformation.

Qualifications

• Bachelor’s Degree and minimum of 8+ years of experience in a HR Business Partner or COE role demonstrating increased levels of responsibility highly preferred
• Proven track record of leading large/complex organizational changes
• Ability to think strategically and transform strategy into action
• Proven leadership skills and experience in positioning executives to make thoughtful decisions about their organization’s mission and goals, and properly allocate people resources to achieve those directives
• Relationship builder with strong credibility as a trusted advisor to senior leadership
• Strong business acumen and learning agility with the ability to understand, discuss and work with leaders on Cigna’s business strategy and talent implications
• Experience leading organizations through change management efforts
• Successful teaming with colleagues
• A highly effective communicator with the ability to clearly and concisely articulate ideas, concepts, and proposals
• Demonstrated ability to work in a highly complex/matrixed business and HR model
• Knowledge of, and proven capability in, organizational development techniques and performance management
• Experience in Workday strongly preferred

Critical Success Factors

• Broad Human Resources functional expertise
• Strong project management skills
• Large capacity for work; high work ethic
• Politically savvy; able to navigate and influence at all levels
• Courage to take a stand and conviction to take risks
• Commitment to inclusion and diversity
• Results-oriented
• Proven collaborative style

If you will be working at home occasionally or permanently, the internet connection must be obtained through a cable broadband or fiber optic internet service provider with speeds of at least 10Mbps download/5Mbps upload.