Job Title

Designation: Manager Department: US Human ResourcesShift Timing: US Shift [8 PM to 5:30 AM IST]Job Location : RemoteJob Summary:We’re building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Advantmed as we scale. We’re focused on aligning our people strategy to the overall business strategy and objectives to ensure we build programs, support, and services for the business and individuals achieving their goals. HR Business Partners are the connective tissue between our centers of excellence on the People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Advantmed. The HR Business Partner (HRBP) would be the central point of contact for all Business stakeholders on all People matters. He/she will work with business leaders, and team members within and outside HR to strategize and drive all major HR processes and initiatives including – talent selection, talent management, employee engagement & retention and employee relations, OD/OE, L&D. Requirements:· 10+ years’ of HRBP experience, resolving complex employee relations issues as well as partnering with a wide network of business stakeholders and across Human Resources to deliver effective business solutions. · Experienced in partnering with C-suite Business Leaders to drive & OD/OE initiatives for US employees· Strong experience & knowledge of US Federal & State Labor LawsResponsibilities:Act as a single point of contact for employees & managers in assigned business groups. Workforce Planning & Organizational Effectiveness: Diagnose and clearly articulate the root causes of organizational performance impacts, as well as partner to propose potential solutions.Talent Management: Lead talent management strategy and process to develop world-class, diverse talent. Make it a priority to know the internal bench and support their growth. Champion career development. Selection of high performing talent.Business HR Operations & Planning: In partnership with leaders, ensure excellent planning and implementation of key HR activities.Trusted Advisor: Deliver insights and solutions to the leadership team to address business challenges and leader development, using a data driven approach.Change agent: Effectively managing change across the business is guaranteed to be almost constant through communication, advocacy, collaboration, and planning. Thoughtful and intentional approaches to change management involve and educate the business as we build a stronger muscle for managing change.Organizational Builder: Advise and partner with the business on how to evolve (org structure, role design, team effectiveness) to achieve strategic goalsDeploying and implementing new initiatives such as goals, performance, compensation, onboarding, manager development, Employee satisfaction, competency frameworks and other initiatives into the business successfully through leveraging change champions, gaining leadership buy-in and education, and internal communication plans. Ensure managers successfully onboard new employees; liaise with functional groups across HR to ensure technical and training elements of onboarding are complete. Personally lean in to support onboarding for senior, critical, and/or brand new roles.Talent Strategist: Ensure we have top talent in the most critical roles; Coach employees to grow and expand their personal impact.Provide HR policy guidance & interpretation.Support and lead annual HR programs and processes (e.g. Performance Management).Be a strong partner and advisor to the business on all HR-related matters, using a data driven approach.Resolve employee issues and conduct thorough investigations where required.Analyze trends and metrics with HR data to develop solutions, programs and policies.Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.Drive Attrition / Retention discussions with business, work with them to facilitate reversals and ensure attrition levels are within targets.Work with managers to close actions taken on the feedback.Identify training needs for business units and individual executive coaching needs. Actively review and cascade to Senior Leaders critical data, trends and policies, identifying both regional and business group specific actions required. Ensure the Talent Acquisition Partner, Legal Team, Compensation, and the Learning & Development teams are in alignment with any actions which may require attention.Drive all key HR processes such as SKIP, NMA, One-on-One, Engagement Activities, MSI, Progression, E-SAT, Talent Review Planning, New Hire Joining Formalities, Employee Connects, Performance Management, Rewards & Recognition Programs, Talent Management, Exit Management, Special Projects and People initiatives coordination etc.Participate in and/or lead projects focused on continuous improvement.Competencies:Strong analytical and problem-solving skills. Good knowledge of HR-related metrics and leveraging data-driven insights.HR Functional Knowledge, particularly around key HR processes, Federal and State respective employment laws.Ability to collaborate with and outside the function to drive results.Business Acumen - An ability to understand the business metrics / key drivers to drive appropriate decisions / actions that lead to business results.Highly proficient with Microsoft Suite, particularly Excel, Word & PowerPoint.Critical evaluationConsultationData oriented and results drivenOrganization and Multi-tasking-Ability to manage multiple projects with day to day Strong collaborator – Ability to collaborate and operate in a "one team" environment across all levels of the organization.Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization. Partner with leaders to implement solutions that solve complex business challenges.Financial acumen – Understand the financial implications of People-based decisions and integrate into required staffing, workforce planning, compensation, and mobility programs. HR acumen – Familiar with standard People plan components including organizational design, workforce planning, total rewards, learning & development, talent planning and management, labor, diversity, and HR operations; and is able to effectively collaborate with relevant CoE partners to deliver appropriate programs to the client group. Prioritizes the employee experience.Business acumen – Understand the organization's charter, priorities, and strategies, as well as implications of external factors. Translate this knowledge into appropriate management and HR actions.Partnering and influence – Through relationships built from trust and consistency, partner with leaders to drive actions that bring positive outcomes to the organization and people.About Advantmed Founded in 2005 and based in California, Advantmed LLC is a healthcare information management company that provides healthcare organizations with the solutions they need to elevate their financial and clinical performance. Our transparent, innovative risk adjustment and quality improvement solutions drive better outcomes.