Sr. Human Resources Business Partner, R&D IT

Change Healthcare - Chicago, IL3.2

Transforming the future of healthcare isn’t something we take lightly. It takes teams of the best and the brightest, working together to make an impact.
As one of the largest healthcare technology companies in the U.S., we are a catalyst to accelerate the journey toward improved lives and healthier communities.
Here at Change Healthcare, we’re using our influence to drive positive changes across the industry, and we want motivated and passionate people like you to help us continue to bring new and innovative ideas to life.

If you’re ready to embrace your passion and do what you love with a company that’s committed to supporting your future, then you belong at Change Healthcare.
Pursue purpose. Champion innovation. Earn trust. Be agile. Include all.
Empower Your Future. Make a Difference.

The Human Resources Business Partner (HRBP) will provide HRBP support for R&D/IT enterprise function within Change Healthcare. This position develops and executes People Solutions (PS) initiatives designed to advance the performance of the organization and ensure that it has the leadership and talent capability to meet current and future business requirements.

Duties include partnering with senior leaders and Centers of Excellence (COE) to identify key business needs and gaps, along with recommendations and actions to address these needs. The HRBP partners with key stakeholders and internal COE partners such as talent management, total rewards, talent acquisition, learning and development and others to develop and implement organization-specific initiatives that are consistent with the overall People Strategies. In addition, this HRBP is responsible for implementing programs and processes with a special emphasis on creating a performance-based culture and driving functional initiatives. Specific focus areas will include: strategic workforce assessment and staff planning, organizational design, change management, leadership and employee development, talent management, talent planning and acquisition, employee engagement and performance management. This position reports to the VP, People Business Partner, R&D.

Preferred work locations are Lombard, IL; Chicago, IL; Nashville, TN and San Mateo or Emeryville, CA

Organizational Effectiveness/Development: Primary responsibility and ownership to propose, develop and execute initiatives to build the organization as a competitive advantage through design and execution of employee development strategies as identified through talent reviews and needs assessments of client organizations including the full spectrum of organizational capability methods. Support and facilitate change management initiatives and partner with the leadership teams to effectively communicate functional and business strategies, vision, goals, and performance expectations to help evolve the organization to meet short and long-range goals.
PSBP: Participate in both strategic planning, as well as providing some day-to-day support to client groups. Identify and address organization and talent implications that are keys to successful execution of these functional/business plans. Partner with leaders and their management teams in promoting proactive changes that build a high-performance culture and accelerate long-term strategic growth for the company. Provide coaching and SME counseling to senior leaders.
Engagement: Establish an environment that encourages employee inclusion and engagement. In partnership with Talent Management COE, work with leadership teams to create a leader-led, enabled culture of engagement and inclusion practices.
Talent Acquisition (TA): Partner with the TA organization and hiring managers to assess people resource requirements in the development of workforce plans. Partner with Talent Acquisition team to develop effective strategies and tactics to attract high quality candidates and hiring plans that take into account our gender and diversity goals, consistent with company policies, practices, and compliance requirements. Also provide support as needed to accelerate integration and effectiveness of leadership new hires into the organization. This may include intern and college programs support.
Talent Management: Ensure the organization has the right people, in the right place, at the right time to meet the current and future needs of the business. Working with Talent Management COE, partner with leaders for talent management process, including talent reviews and organization planning, to identify successor talent and to accelerate leadership development at all levels in the organization. Work with leadership teams to establish the mindset of growing organizational capability.
Compensation/Rewards: Ensure aligned and executed compensation programs and support leadership calibration in order to meet business goals and to motivate, recognize, and retain employees. Working with Total Rewards COE, provide counsel and insight to leaders in developing job descriptions for TA consistent with good job design practices, evaluate and advise managers on job leveling, and discuss appropriate salary treatment and flexible compensation approaches to effectively attract and retain high potential talent for the organization.
Must be able to travel up to 20%.

6+ years of progressive human resources and/or similar related experience

Experience with organizational effectiveness and change management
Flexible and able to multitask; can work within an ambiguous, fast-moving environment, while also driving toward clarity and solutions; demonstrated resourcefulness in setting priorities and driving for results.
Advanced knowledge of PowerPoint, MS Excel and Word
Developed well-structured, clear and concise presentations; facilitation experience
Able to work with sensitive, confidential information; a high level of demonstrated discretion and judgment

Additional Preferred Qualifications:
Experience supporting R&D or IT preferred
Human Resources certification (PHR/SPHR)
Peoplesoft, Workday or other HRIS system experience
Coaching experience / credentials

Preferred Leadership competencies:
Strategic thinking: capable of providing clear, balanced advice/counsel on a broad range of strategic and complex management, product and go to market issues.
Driving results: results-oriented style with a high degree of analytical ability and proven problem-solving skills.
Leading change: ability to thrive and quickly adapt to change, leading others through change in a dynamic, fast-paced industry and work environment.
Collaborating and influencing: effectively builds strong relationships and partnerships within and outside of the company. Able to effectively navigate within a matrixed corporate structure.
Ability to communicate effectively at all levels of the organization with an open, honest and direct communication style that establishes an empathetic and effective relationship with stakeholders.

Bachelor’s Degree or equivalent
Join our team today where we are creating a better coordinated, increasingly collaborative, and more efficient healthcare system!

Equal Opportunity/Affirmative Action Commitment

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.