Manager HRBP

Role & responsibilities

Manager, HR Business Partner

• Manage and coordinate the design and execution of end-to-end human capital strategy that will drive the business to meet its goals.
• This role requires a combination of hands-on and strategic reasoning and thinking, use of data to guide work, being comfortable challenging convention and, in some cases, influencing line and mid-level leaders to reassess how work is done.
• Oversee the partnership of cross-functional groups of subject matter experts. Partner with HR centers of excellence and assigned Senior HRBP(s) to design and execute the strategy for how the business staffs, onboards, develops, motivates, retains and organizes work.
• As a core part of this hands-on work, this position will oversee the execution of programs to support Anthem associates, including compensation, performance management, organizational design, succession planning, diversity and inclusion, organization culture, rewards and recognition, and talent management.
• Leads subject matters expert on organizational and people related planning and execution. Consult with business leaders to design comprehensive people plans to influence lasting and sustainable efficiencies. Design and quickly implement solutions that cut across multiple disciplines, even those beyond human capital and organizational solutions.
  

Preferred candidate profile

10 -16 years of relevant work experience, including HR experience, business partner or generalist experience with data, analysis, trends and reports; or any combination of education and experience, which would provide an equivalent background. HR designation preferred (SHRM-CP or SHRM-SCP).

Job Responsibility

Thought Partnership

• Acts as change agent and promotes innovation and continuous improvement 
• Partner with leaders to reassess how work is done most effectively
• Offer creative and forward-thinking guidance and coaching to Tower leadership 
• Presents insights and recommendations on team  effectiveness and performance

Human Capital Strategies

• Create and implement end to end human capital strategy that  will enable the business to meet its goals. 
• Review and drive Diversity, Equity & Inclusion across the complete talent life cycle
• Champion company values, culture and other  enterprise level initiatives to encourage a positive work culture
• Support business leaders in strategic workforce planning, including new business. 

Organizational Design & Development

• In partnership with leaders, drive analysis and understanding of the workforce to define current resource capabilities
• Conduct organizational diagnosis and design solutions
• Support leaders through organizational changes and redesign to drive efficiency

Talent Management

• Promote  programs to support associates for career planning, performance management, leadership coaching, data analysis and learning and development 
• Lead Succession Planning & 9 box activities to support leaders in talent planning. 
• Assist with analyzing performance metrics to collaborate on improvements