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Role Description

The Sr. Talent Business Partner serves as a strategic advisor and partner to business leaders, providing expertise on talent acquisition, development, retention, and workforce planning. This role bridges the gap between Talent strategy and business objectives, ensuring alignment with the company's goals and culture. This role partners with senior leaders to develop and implement programs that attract, retain, and develop high-performing talent while fostering a culture that supports organizational growth and innovation.

Job Roles and Responsibilities

• Strategic Talent Alignment:
  • Partner with business leaders to identify current and future talent needs, ensuring alignment with strategic goals.
  • Analyze and interpret workforce data to identify trends, risks, and opportunities for improvement.
  • Develop and implement initiatives to enhance organizational effectiveness and team performance.
• Talent and Workforce Planning:
  • Partner with business leaders to forecast workforce needs and develop long-term strategies for headcount, skills, and capabilities.
  • Work closely with hiring managers and talent acquisition teams to create effective recruitment strategies.
• Performance Management:
  • Lead efforts to support performance management process, ensuring alignment with business objectives.
  • Partner with business leaders on pay for performance management best practice, including setting expectations, providing regular feedback, and managing underperformance.
• Talent Development and Retention:
  • Collaborate with learning and development teams to assess skill gaps and build career development plans.
  • Advise managers on performance management practices, career development plan, and succession planning.
  • Promote employee engagement through feedback initiatives, survey data, and action planning.
• Talent Operations and Employee Relations:
  • Provide guidance on Talent policies, employee relations, and conflict resolution.
  • Partner with leaders to manage performance improvement plans, promotions, and organizational changes.
  • Ensure compliance with employment laws and organizational policies.
  • Collaborate with Talent teams to manage compensation, benefits, and rewards programs.
• Talent Metrics & Analytics:
  • Monitor key workforce metrics, including turnover, retention, engagement, and development program effectiveness.
  • Utilize data-driven insights to inform talent decisions and strategies.
  • Regularly review talent metrics with leadership to identify trends and develop action plans.
• Change Management:
  • Act as a change agent, guiding teams through organizational transitions and cultural shifts.
  • Partner with leaders to implement programs that enhance productivity, morale, and retention.
  • Address challenges such as team dynamics, leadership coaching, and conflict resolution.
  • Build trust and credibility with employees by fostering open communication and responsiveness.
• Collaborate, coordinate, and communicate across disciplines and departments to promote engagement strategies and talent development.
• Ensure compliance with HIPAA regulations and requirements.
• Demonstrate Company's Core Competencies and values held within.
• Please note due to the exposure of PHI sensitive data -- this role is considered to be a High Risk Role.
• The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.

Qualifications

• Bachelor's degree in Human Resources, Business, Psychology, or a related field.
• 8+ years of experience in HR roles, including HR business partnering, talent management, or organizational development.
• Proven track record of partnering with leaders to drive talent strategies.
• Strategic thinker with the ability to align talent initiatives with business objectives.
• Experience working in fast-paced, high-growth, or matrixed organizations is a plus.
• Strong consultative and coaching skills, with the ability to influence leaders and employees.
• Proficiency in HR technology, analytics tools, and workforce planning software.
• In-depth knowledge of HR laws, compliance, and best practices.
• Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives.
• Proficiency in HR software and data analytics tools.
• HRM-SCP, SPHR, or other relevant HR certifications are preferred.
• Required licensures, professional certifications, and/or Board certifications as applicable.
• Individual in this position must be able to work in a standard office environment which requires sitting and viewing monitor(s) for extended periods of time, operating standard office equipment such as, but not limited to, a keyboard, copier and telephone.

Benefits

• Medical, dental and vision coverage with low deductible & copay.
• Life insurance.
• Short and long-term disability.
• Paid Parental Leave.
• 401(k) + match.
• Employee Stock Purchase Plan.
• Generous Paid Time Off -- accrued based on years of service.
• WA Candidates: the accrual rate is 4.61 hours every other week for the first two years of tenure before increasing with additional years of service.
• 10 paid company holidays.
• Tuition reimbursement.
• Flexible Spending Account.
• Employee Assistance Program.
• Summer Hours.
• Sick time benefits -- for eligible employees, one hour of sick time for every 30 hours worked, up to a maximum accrual of 40 hours per calendar year, unless the laws of the state in which the employee is located provide for more generous sick time benefits.

Application Deadline

We will generally accept applications for at least 5 calendar days from the posting date or as long as the job remains posted.

EEO Statement

Claritev is an Equal Opportunity Employer and complies with all applicable laws and regulations. Qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, sexual orientation, gender identity, national origin, disability or protected veteran status.