Principal HR Business Partner - Minneapolis, United States - Inovalon

Description

Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building.

Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare's greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.

Note: This is a hybrid role requiring 2 days in the Minneapolis office between the days of Monday-Wednesday.

Overview:The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters including the investigation and resolution of issues as well as the identification of organizational issues driving ER concerns. This role requires an experienced Human Resources professional with a strong background in ER who is adept at engaging and working in close partnership with senior and executive leaders and front-line managers and supervisors. Additionally, the Principal HRBP leverages broad and deep experience to drive improvements around employee performance while working with employees in many different roles and levels of the organization. The Principal HRBP is highly organized and thrives in a fast-paced, multi-matrix environment and can manage the full spectrum of HR and ER tasks with minimal direction.

Duties and Responsibilities:

• Functions as the HRBP lead and subject matter expert for employee relations matters.
• Investigates employee allegations of violations of Company policy or applicable law. Activities will include interviewing witnesses, gathering, and reviewing relevant documents, analyzing, and synthesizing the information gathered to determine the facts, assessing witness credibility, preparing a concise investigation report, making recommendations to management for remedial action, updating the case tracking system and assisting with reporting and analytics.
• Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy.
• Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans.
• Collects data on workplace issues and incidents and prepares analysis to assist the Human Resources Leadership team's understanding of trends and systemic issues.
• Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed.
• Leads the process to collect information from exiting employees in order to identify trends and opportunities for improvement.
• Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices.
• Provides support and advice to department leaders on methods and approaches to resolve employee performance issues and support employee development efforts, and engages legal advisors as needed.
• Administers corporate Human Resources policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies.
• Participates in the development and updating of Human Resources programs and procedures to communicate and effectively implement to the organization.
• Analyze trends and metrics to develop solutions, programs, and policies.
• Maintain compliance with Inovalon's policies, procedures, and mission statement.
• Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon's Operating Policies and Procedures in all ways and at all times concerning any aspect of the data handled or services rendered in the undertaking of the position; and
• Fulfill those responsibilities and duties that Inovalon may provide to achieve the operational and financial success of the Company.

Job Requirements:

• Minimum of ten (10) years' of progressively responsible and complex HR experience.
• Expert level understanding of common Human Resources concepts, systems, procedures, and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.).
• Minimum five (5) years of relevant employee relations experience.
• Well versed working knowledge of federal and state and local employment laws.
• Advanced workplace investigations skills.
• Experience conducting investigations with staff at all levels across an organization.
• Experience advising, counseling, and making recommendations to management on a broad range of HR related matters.
• Ability to gather, analyze and synthesize information and data from multiple sources, and summarize investigative findings clearly and concisely in writing.
• Excellent interpersonal, oral, and written communication skills.
• Highly organized, detail orientated and results-driven follow-up and follow-through abilities.
• Exceptional and effective verbal and written and communication skills; must be comfortable handling difficult conversations and able to adapt communications to all levels of the organization.
• Must be proficient in Microsoft Office, particularly Excel, Word, and PowerPoint.
• Demonstrate a moderate-to-elevated level of confidence and competence in sourcing, analyzing, and interpreting workforce and HR-related data.
• Must enjoy a fast-paced and continuously changing environment and be able to handle multiple priorities simultaneously without continuous direction effectively.
• Must effectively and consistently maintain and operate with the highest levels of confidentiality and discretion.

Education:

• Bachelor's Degree in relevant field required.
• Formal HR certifications are strongly preferred, specifically PHR/SPHR or SHRM-CP/SHRM-SCP.
• Formal training aligned to Employee Relations, Employment Law, and Investigations required.

Physical Demands and Work Environment:

• Sedentary work (i.e., sitting for extended periods).
• Frequently or constantly move objects and repetitive motions.
• Subject to inside environmental conditions.
• Travel for this position will include up to 15%, usually for training purposes or in-person meetings in corporate offices.

Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every one of the qualifications listed in a job description. If you don't meet every qualification listed but are excited about our mission and the work described, we encourage you to apply regardless. Inovalon is most interested in finding the best candidate for the job and you may be just the right person for this or other roles.

By embracing diversity, equity and inclusion we enhance our work environment and drive business success. Inovalon strives to reflect the diversity of the communities where we operate and of our clients and everyone whom we serve. We endeavor to create a culture of inclusion in which our associates feel empowered to bring their full, authentic selves to work and pursue their professional goals in an equitable setting. We understand that by fostering this type of culture, and welcoming different perspectives, we generate innovation and growth.

Inovalon is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirement.

The Company maintains a drug free work environment for all of its associates, which includes employees, contractors and vendors. It is unlawful for associates to manufacture, sell, distribute, dispense, possess or use any controlled substance or marijuana in the workplace and doing so will result in disciplinary action, up to and including termination of employment or the contracted relationship.

To review the legal requirements, including all labor law posters, please visit this link