Human Resources Business Partner Director - Boston, United States - Commonwealth Care Alliance
Description
Why This Role is Important to Us
The Human Resources Business Partner Director is responsible for providing professional consultative HR guidance and delivery of HR Business Partner services to Commonwealth Care Alliance geographically assigned business unit/s, leaders, and management teams through effective strategic architecting and tactical delivery of the human resources function.
Based in a deep understanding of the business needs, company culture and team members, this position is responsible for developing and executing all human resources related planning, compliance, execution and strategic efforts in addition to working collaboratively with leaders to prioritize people solutions that accelerate the achievement of business plans through talent management and succession planning, diversity and inclusion, rewards and recognition, organizational effectiveness, compensation strategy, and workforce planning.
Reporting to the Senior Director, Human Resources Partnership, the Director will play a key role leading and managing CCA's people strategy and the continued evolution of the HR Business Partner function.
What You'll Be Doing
People Strategy : Serve as a member of the HR Strategic Partnerships leadership team and contribute to the creation and execution of the company wide people and culture strategy.
Strategic Partnership: Lead human resources initiatives that drive results and accelerate innovation. Align strategic and tactical business plans into a practical and effective human resource agenda. Support and enable partnered organizations by providing expertise on all HR aspects of the business. Partner with senior leaders to develop and implement solutions to organizational and people-related challenges based upon HR expertise and in-depth understanding of the business. Provide leadership on matters of performance management, effective communication, organizational change and the creation of a high-performance culture. Develop and implement change management initiatives which facilitate/enable organizational growth and transformation and effect continuous improvement. Establish credibility throughout the organization and position self as an effective problem solver of people and organizational issues. Coach and develop leaders, supporting them while engaging in critical people activities and enabling them to make sound decisions
Organization Effectiveness: Develop and implement organizational development/design strategies which align with business aspirations and drive optimal business results. Partner with management to remove barriers in order to drive operational transformation across all areas of the business. Lead the effort for continuous improvement of leadership capability and organizational efficiency. Support strategic decision making; facilitate process improvements; enable effective change; structure organizations; foster team development; energize organizational talent.
Talent Management: Partner with assigned leaders and client groups and Talent Acquisition to develop proactive organizational staffing strategies to recruit and retain top caliber talent in a high-performance environment. Ensure the right number and type of people are in place to meet current and future business needs by doing workforce planning and analysis; recruiting; diversity strategies and execution; retention planning; performance management and differentiation; talent development; and succession planning.
Employee Relations : Act as senior advisor to leaders and their management teams on all employee relations issues and effectively communicate to all levels of employees. Facilitate employee conflict resolution and the reduction of employee relations issues with a pragmatic approach grounded in business need and results. Handle sensitive matters with confidentiality and executive maturity. Ensure compliance with employment laws; mitigate risks associated with disputes; resolve issues and questions directly through appropriate subject matter experts/HR COEs.
Performance Management : Develop, strengthen and implement appropriate programs to facilitate optimal performance of all employees. Manage performance evaluation system in pursuit of a culture of accountability and results-orientation, linking organizational and employee performance. Provide ongoing direct and actionable performance coaching and feedback to the organization's leaders. Oversee annual performance management cycle and compensation planning in collaboration with HR COEs.
Reward and Recognition : In partnership with HR colleagues and CCA leadership, develop and implement progressive and competitive total reward programs and practices, as required, which provide motivation, incentives, and rewards for effective employee performance. Use compensation practices, policies and tools to guide decisions that support the organizational goals