Job Description
Optum is a global healthcare organization that delivers care supported by technology to help millions of people live healthier lives. The organization connects people with healthcare services, pharmacy benefits, data, and resources needed to improve health outcomes. Optum provides an inclusive work environment with talented teams, comprehensive benefits, and career development opportunities while driving healthcare innovation globally.
The Human Resources Business Partner role, also known as People Business Partner Consultant, serves as a trusted partner to business leaders and employees by supporting the execution of people strategies that enable business outcomes. The role works closely with People Business Partners, Centers of Excellence (COEs), and business leaders to provide consulting, analytics, and operational support across workforce planning, talent management, organizational effectiveness, employee experience, and change initiatives.
The successful candidate should have strong business understanding, analytical capabilities, and relationship-building skills to help leaders make data-driven people decisions while ensuring a positive employee experience.
Key responsibilities include partnering with People Business Partners and business leaders to understand workforce priorities and convert people requirements into actionable solutions. The role supports leadership teams in addressing organizational, talent, and employee experience challenges while building trusted relationships with managers and providing guidance on HR programs, policies, and practices.
The position involves leveraging workforce insights and business knowledge to identify opportunities and risks, supporting talent reviews, succession planning, performance management, and employee development discussions. The candidate will assist leaders in identifying critical talent, retention risks, and development opportunities while contributing to workforce planning activities through workforce trend analysis and hiring strategy recommendations.
The role requires analyzing workforce metrics and trends related to hiring, attrition, employee engagement, diversity, performance, and organizational health. Responsibilities include developing reports, dashboards, and executive-ready insights to support business decisions, conducting root-cause analysis, and translating data into meaningful business recommendations and action plans.
The Human Resources Business Partner will support organizational effectiveness initiatives including organizational design, restructuring, change management activities, and implementation of people programs that improve team performance and organizational capability. The role will influence adoption of enterprise talent practices and support leaders during periods of business growth, transformation, and organizational change.
The position also involves driving employee experience and engagement initiatives by partnering with leaders on engagement action plans, supporting employee listening programs, analyzing feedback, addressing employee concerns through appropriate consultation and escalation, and promoting an inclusive and high-performing workplace culture.
The candidate will coordinate and execute enterprise talent programs and People Team initiatives while ensuring consistent delivery of annual HR processes including performance management, compensation cycles, engagement programs, and talent planning activities. The role includes facilitating communication, training, and adoption of new HR programs while collaborating with different People Team functions to deliver integrated HR solutions.
Candidates should have a Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or related field with 6+ years of experience in HR, HRBP, talent management, organizational development, consulting, or related areas.
Required skills include experience supporting leaders and employees in dynamic business environments, strong analytical and problem-solving abilities, workforce data interpretation skills, excellent communication and presentation skills, stakeholder management expertise, HR systems knowledge, reporting tools, and Microsoft Office proficiency.
Preferred qualifications include HR certifications such as SHRM, HRCI, or equivalent, experience supporting technology, product, digital, or corporate functions, knowledge of change management, employee engagement initiatives, workforce planning, talent management, organizational effectiveness practices, and experience working in complex global matrix environments.
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