Associate Human Capital Business Partner

Job Description

The Senior Human Capital Consultant has responsibility for all people based activity within an organization from both an operational and strategic perspective. The position is responsible for aligning business objectives with employees and management in Technology Business of Optum and serves as a consultant to the business leadership by championing the employee agenda as well as acting as the change agent for various employee transformation programs.We are looking for an experienced Human Resource professional who can carry forward the dynamic growth and would together help build a best place to work.Primary Responsibilities:

• Responsible for senior level decision making and both day to day management and strategic direction of the organization by working closely with the Optum Technology Business, part of the UnitedHealth Group family of businesses
• In addition to partnering with the business, this role will also be responsible for driving strategic programs along with business leaders and Human Capital Partners
• The incumbent will be involved in talent assessments for the leadership team, creating manager effectiveness programs, & building a strong leadership pipeline
• Key focus for the incumbent will be to drive solutions across talent priorities - Attract, engage and retain talent working with extended teams on initiatives around Organization Effectiveness, Role Rotation/ Enhancement, Retention Strategy, People Cost management, culture journey, etc.
• Key measure of success is to provide solutions to sustain employee retention & experience, improved leadership pipeline, improved manager effectiveness, manage cost via the right people levers, etc.
• The incumbent will lead or contribute in key Human Capital Blue chip initiatives listed on the Plan on a Page
• Demonstrate an understanding of business and financial issues affecting the business (e.g., business acumen)
• Develop and drive alignment of strategic business objectives with applicable segment strategies
• Anticipate future Human Capital needs from evolving strategic discussions, and proactively address them
• Apply a data-driven approach to help influence business decisions
• Leverage appropriate diagnostic approaches to drive development and implementation of solutions (e.g., root cause analysis, SWOT)
• Build and maintain effective relationships with applicable stakeholders based on trust, integrity, performance and objectivity (e.g., business partners, Human Capital colleagues, Centers of Expertise)
• Work collaboratively across organization lines (e.g., shares tools, resources, and best practices with peers across the enterprise)
• Demonstrate understanding of our core organizational capabilities to inform Human Capital strategies (e.g., innovation, speed to market, operational excellence, affordability, customer service, collaboration)
• Compare current organizational capabilities against strategic business needs (e.g., talent audits, prioritization, alignment)
• Influence leaders to promote our organizational culture consistent with our corporate mission and values
• Drive an organizational environment that is agile, flexible and responsive to customer/consumer needs
• Influence business leaders to embed change management processes into their businesses practices
• Identify change opportunities and initiate change efforts that will add material value to the business
• Apply knowledge of current and emerging best practices in Human Capital to enhance business outcomes
• Leverage core Human Capital processes and tools to ensure that managers and employees have the ability to meet business needs (e.g., Talent Acquisition, Talent Development, Talent Mobility, Total Rewards, Performance Management)
• Anticipate changes needed in Human Capital tools/processes, and collaborate with appropriate stakeholders to implement those changes (e.g., Centers of Expertise)
• Influence leaders to proactively develop and advocate cross-organizational movement of talent, using available enterprise resources (e.g., Talent Mobility, My Professional Profile)
• Ensure organizations are integrated and aligned, both strategically and culturally (e.g., business optimization, acquired organizations, restructuring)
• Leverage technology solutions to drive and integrate efficient and effective Human Capital and business processes/outcomes (e.g., enterprise tools/core processes, virtual teams)
• Collaborate with Human Capital staff and Centers of Expertise to drive core processes and address employee and leadership issues, as needed (e.g., Employee Relations, Total Rewards, Performance Management, Talent Development)
• Support the senior leadership in building people competencies aligned to business priorities through internal and external resources and partner with the Talent Development team in identifying and organizing employee development activities like Mentoring, Training, Induction
• Benchmark Retention Strategies and implement processes and policies to encourage retention
• Combine two of the fastest-growing fields on the planet with a culture of performance, collaboration and opportunity and this is what you get. Leading edge technology in an industry thats improving the lives of millions. Here, innovation isnt about another gadget, its about making health care data available wherever and whenever people need it, safely and reliably. Theres no room for error. Join us and start doing your lifes best work.(sm)
• Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so

Human Capital Competencies:

• Grounded Expert
• HR/OD Expertise
• Business Acumen
• Trusted Advisor
• Communicating with Impact
• Collaborative Orientation
• Leadership Development
• Influencing thought process
• Coaching for long term
• Insightful Observer
• Rigorous Inquisitiveness
• Systems Thinking
• Change Leader
• Powerful facilitation
• Organizational Influence

Required Qualifications:

• Master s degree in Human Resources, Business or related field from Top Tier Institute
• 10-12 years of Human Resources generalist experience with strong consulting HR business partner experience (3+ years of leading HR at BU level)
• Experience in supporting Human Capital delivery for a Business group working in Highly Matrix Environment
• Expertise in HR across compensation & benefits, performance management system, employee relations, HR policy & frameworks and compliance with HR laws. Basically creating an institution that is able to attract and retain great talent
• Experience working in a matrix environment
• Experience in managing scale, design & implement large scale projects and change management
• Understanding of personalities and behavioral styles in order to work collaboratively with a variety of people and to make informed decision around resourcing, reporting structures and relationships
• Strong history of quickly gaining credibility and partnering with business leaders
• Effective and Independent communication with business partners & people at various levels
• Strong working knowledge of employment law issues and the ability to apply these to a variety of situations using a pragmatic and commonsense approach
• Work proficiency with MS office tools such as Word, PowerPoint and Excel
• Ability to work with HR tools such as Taleo, People Soft, etc.
• Ability to make recommendations and decisions supported by quantitative data

Preferred Qualifications:

• Experience working in a Human Resources function with a shared service delivery and strategic business partner model
• Knowledge of diverse culture, values and multi-regional HR policies

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Keyskills :
high performance teamsbasisinsuranceroot cause analysismarketingcustomer relationsemployment lawms office toolsperformance management systemms officeroot causehuman capitalsalescompensation benefits