ABOUT BLUE CROSS AND BLUE SHIELD OF MINNESOTA

At Blue Cross and Blue Shield of Minnesota, we are committed to paving the way for everyone to achieve their healthiest life. We are looking for dedicated and motivated individuals who share our vision of transforming healthcare. As a Blue Cross associate, you are joining a culture that is built on values of succeeding together, finding a better way, and doing the right thing. If you are ready to make a difference, join us.

REQUIRED SKILLS AND EXPERIENCES

• 5+ years of progressive related professional experience. All relevant experience including work, education, transferable skills, and military experience will be considered.
• Previous experience supporting business units and shared services
• Proven ability to collaborate well with mid-level leadership, leveraging strong intellectual, conceptual, and analytical skills; ability to clearly, confidently, and convincingly present analyses and recommendations.
• Experience collaborating and partnering with business leaders to develop, design and implement relevant strategic HR strategies that align to the business in conjunction with senior HRBP leadership.
• Knowledgeable in multiple facets of HR including strategy development, talent management, talent acquisition, employee relations, total rewards/compensation, performance management, employee assessment and development, succession planning, organization development and HRIS.
• Ability to use data & analytics to generate insights and present findings to the business
• Business Acumen – understands and supports organization’s vision and strategy. Understands the implications of decisions, demonstrates knowledge of environment, and aligns work with strategic goals
• Experience in influencing and building strong relationships and networks
• Strong communication skills – ability to articulate a variety of issues to different audiences and tailor the messages
• Collaborative work style. Understands the necessity to gain partnership and agreement. Inspires openness and trust amongst colleagues
• Demonstrates ability to respond to changing and sometime ambiguous situations.
• Solicits and applies customer feedback (internal and external) using feedback to modify thinking, improve processes and solutions
• High school diploma (or equivalency) and legal authorization to work in the U.S.

PREFERRED SKILLS AND EXPERIENCES

• Bachelor’s degree in Business, Human Resources, Organization/Industrial Psychology, or related field.
• HR PHR/SPHR Certification

YOUR RESPONSIBILITIES

• In conjunction with senior HRBP leadership, provide insight for designated leaders within a business unit, in support of the co-creation, communication and implementation of a clear vision for a business unit’s strategic objectives. This includes execution of talent projects for business and operational priorities.
• For the division you partner with, you will collaborate with your HRBP leader to create forward-thinking strategies that diagnose the business unit’s needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people.
• Establish effective partnerships with business leaders to influence talent decisions by providing tailored advice and leveraging expertise for business needs.
• Drive informed decision-making by using data to identify trends and work with business leaders to determine root cause of issues and develop effective solutions.
• Partnering with HRBP & COE partners to represent business priorities in support of the design and execution of enterprise solutions.
• Managing employee lifecycle processes inclusive of, but not limited to; onboarding, offboarding, and internal transfers in collaboration with HR operations.
• Partnering with Employee Relations to investigate and resolve employee concerns, ensuring documentation and follow-up actions are completed.
• Coaching leaders through performance management activities, including goal setting, mid-year and year-end reviews, and calibration sessions.
• Assisting with compensation planning by preparing data, validating inputs, and supporting leaders through the annual cycle. With strong partnership in HR COEs.
• Monitoring talent movement and maintaining accurate records of succession plans, development actions, and internal mobility.
• Supporting change management efforts by drafting communications, tracking engagement, and reinforcing key messages with leaders and employees.
• Ensuring compliance with HR policies and procedures, and supporting audits or reporting requirements as needed.
• Partner with business leaders and talent acquisition to develop hiring plans to support business objectives and advance business priorities.
• Foster an environment of continuous improvement within HR and the business by supporting new approaches, policies, and procedures to enhance efficiency.
• Organizational Design: Support workforce planning and organizational design by collecting data, coordinating stakeholder input, and maintaining planning tools.