Job Description

Your Role

The Director, HR Business Partner – Operations serves as the strategic HR leader supporting the EVP, Chief Operating Officer, and their leadership team across the health plan operations organization of approximately 2,900 employees. This role is responsible for shaping and delivering people strategies that enable large scale operational transformation and excellence across multiple teams supporting Commercial, Medicare, and Medi-Cal lines of business.

Acting as a trusted advisor, the Director works closely with senior leaders to design organizational structures, build workforce capability, advance leadership effectiveness, accelerate modernization, and drive change initiatives that elevate member experience, operational performance, and business outcomes. The Director leads a team of HR Business Partners and collaborates extensively with the People and Engagement Centers of Excellence to execute integrated talent programs.

Your Work

In this role, you will:

• Partner with Operations executives to develop and execute people strategies that accelerate modernization, regulatory readiness, digital transformation, and scalable operating models across operations teams.
• Serve as a trusted advisor to leaders related to demonstrating the leadership model, ensuring there is a human capital plan in place that enables the business plan, organizational development, design and transformation, hiring decisions, promotions, total rewards, employee relations issues, and overall talent management.
• Lead, coach, and develop a team of HR Business Partners, ensuring consistent delivery of high impact HR consultation and strategic guidance. impact HR consultation and strategic guidance.
• Drive organizational design solutions that support transformation initiatives, streamline operational workflows, and enhance cross functional performance. functional performance.
• Drive organizational design, performance improvement initiatives, and workforce planning strategies.
• Champion and execute talent management efforts including succession planning, performance management, and leadership development.
• Collaborate proactively with Centers of Excellence (Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits, DEI) to develop and execute integrated HR people programs and solutions that enable business outcomes.
• Lead change management initiatives to support business transformation and growth.
• Analyze HR metrics and provide insights to guide decision-making and measure effectiveness of programs.
• Foster a high-performance culture through effective leadership coaching and employee engagement initiatives.
• Ensure compliance with employment laws and regulations and minimize organizational risk.
  
  

Your Knowledge and Experience

• Requires a college degree or equivalent experience (master’s degree preferred) and a minimum of 10 years prior relevant experience, with 6 years of management experience with direct reports
• Requires a minimum of 5+ years HR Business Partner experience supporting senior executives.
• Requires proven experience partnering with executive-level leadership in a complex organization.
• Requires proven track record of designing and executing people strategies that drive business outcomes.
• Requires strong knowledge of employment law, talent management, and organizational development practices.
• Requires excellent leadership, influencing, collaboration and interpersonal skills.
• Requires experience managing and developing a team of HRBP’s or HR professionals.
• Requires ability to navigate and drive change in a dynamic, fast-paced highly matrixed environment.
• Requires strong analytical, problem-solving, and decision-making skills.
• Requires strong business and financial acumen.
• Requires executive presence and the ability to build strong, trusted relationships at all levels of the organization.
• Requires expert level ability to lead, coach, consult with, and influence business executives towards success and effectiveness in team leadership and workforce capability.
• Professional certifications (e.g., SPHR, SHRM-SCP) are preferred
• Travel Requirement: Some travel, primarily in-state, will be required.