VP, HR Business Partner & Chief of Staff

The Vice President, Human Resources Business Partner and HR Chief of Staff serves as the strategic Human Resources Business Partner to the Episodes of Care Services Operations and Support Functions (~600 employees) and contributes to the achievement of business strategy by aligning HR strategy, programs and processes to best meet and contribute to organizational success. There is a particular focus on attraction, development and retention of talent required to achieve the business goals. This role would manage two direct reports.

The role of HR Chief of Staff is to be a right hand, advisor, project manager and change agent to the Chief People Officer. This individual will work directly across all HR teams to enable operational efficiency, maintain momentum and maximize impact.

Business Support

• Partner with senior management to realize the strategic vision and business goals by translating into organizational objectives and actions.
• Coach and influence managers to ensure people requirements and implications are incorporated into strategic business planning.
• Proactively build and maintain a network of key relationships to continuously understand business dynamics and appropriately influence business decisions.
• Be a trusted advisor

HR Leadership Collaboration & Team Management

• As a member of the HR Leadership Team, collaborate on HR strategy, best practices, communication and implementation plans.
• Partner with HR Centers of Excellence (COEs) in the design, development and implementation of programs.
• Manage & influence the successful roll-out of COE programs and provide timely feedback to COEs for continuous improvement.
• Partner with other HRBPs to ensure consistency of approach and overall alignment to strategic vision and guidelines.
• Establish clear communication lines with COE’s, HRBP’s and other constituents to track execution against plan.
• Support the HR team in personal and professional development. Collaborate with other members of the HR Leadership Team to ensure effective succession planning for HR organization.

Talent Acquisition

• Play HR Lead role in collaboration with Talent Acquisition COE in Talent Acquisition Process when hiring senior leader roles
• Provide training and oversight to business leaders to ensure consistent adherence to talent acquisition processes.
• Identify recruitment challenges and strategize with HRLT to determine solutions.
• Deliver strategic/key talent acquisition against agreed metrics.

Talent Development / Talent Retention

• Ensure clear succession plans are in place for key roles, identify gaps and build requirements into strategic workforce plans
• Partner with senior leadership, talent team and HR leadership team to identify the next generation leaders, high potentials and align development programs/opportunities.
• Partner with Learning and Development to ensure business requirements are incorporated into global curriculum.
• Ensure effective application of the performance management process.
• Identify key areas of concern -high performing & high potential employees, at risk employees, scarce and critical skillsets-and ensure clear retention plans are developed and executed, partnering with COEs as appropriate.

Organization Design / Strategic Workforce Planning

• Work with senior business leaders to review and redesign organizational structures in support of strategic objectives that enhance organizational effectiveness.
• Ensure change management best practices are deployed as required.
• Manage significant restructuring projects to meet financial and organizational goals while mitigating legal and financial impact to the company.
• Ensure optimal HRBP structure and skillsets are in place to support the achievement of business goals.

Culture / Employee Engagement / Employee Relations

• Play a leadership role in implementing key, long-term strategic programs in the areas of employee value proposition and organizational culture.
• Develop and sustain effective two-way feedback channels with senior leaders and employees. Develop and lead follow-up of feedback from employee surveys.
• Work in strategic partnership with management and employees to improve working relationships, building morale and increase productivity and retention.
• Identify areas of opportunity for DEI programs and initiatives.

Compensation & Benefits

• Partner with the Compensation Team and senior leaders to address challenges and develop solutions ensuring Signify Health remains competitive and market-relevant for total compensation.
• Understand Signify’s competitive benefits package and partner with Total Rewards COE as required to leverage and maintain that competitiveness.
• Identify compensation challenges in specific markets or within job families in collaboration with COE Total Rewards.

HR Operations

HR Budgeting & control:

• Ensure HR expenses are managed effectively, at budget, analyze variances and take necessary measures.
• Proactively explore efficiency improvement areas.
• Proactively make recommendations to spend HR budget to optimize team performance and invest in team development.

Accountability for HR data integrity:

• Ensure quality of HR data including ADP (payroll), personnel files and any other information for auditing.
• Deliver reporting and insight to support business decisions.

Chief of Staff Responsibilities

• Prepare Chief People Officer for upcoming meetings; ensuring all necessary information is available to be productive and engaged.
• Oversee large, organization-wide projects or initiatives. Manage projects on behalf of Chief People Officer.
• Propose the creation of new systems and processes to streamline operations.
• Manage internal communications. Draft HR communications, monthly and quarterly management reports and presentations on behalf of the Chief People Officer.
• Own and track HR metrics; maintain dashboards
• Support Chief People Officer in attraction, retention and development of HR talent. Provide input on HR morale, identify employee engagement opportunities and support HR team members in collaborating and performing at a high level.

We are Looking for Someone with:

• 12+ years experience as an HR Business Partner
• Ability to understand the big picture business dynamics contribute to strategy development and translate to people plans.
• Ability to build strong personal relationships with Executive leaders and act as trusted sounding board to challenge and help frame leaders’ thinking.
• Strong communicator with forward thinking, proactive leadership characteristics.
• Strong collaborator - both personally and also as a leader, fostering collaboration. Able to work within a matrix and have a tolerance for ambiguity.
• Strong project manager and process mindset.
• Possess a vision of the future - balancing the senior management advisory role with that of delivering programs across the business they support - ensuring an improvement in the talent pipeline at all levels for critical job families.
• Ability to say "no" constructively.  Push back and have managerial courage but re-frame to understand the challenge and present alternative solutions.
• Ability to perform in a high-pressure environment and operate at all levels within the organization to gain support to achieve results

About Us:

Signify Health is helping build the healthcare system we all want to experience by transforming the home into the healthcare hub. We coordinate care holistically across individuals’ clinical, social, and behavioral needs so they can enjoy more healthy days at home. By building strong connections to primary care providers and community resources, we’re able to close critical care and social gaps, as well as manage risk for individuals who need help the most. This leads to better outcomes and a better experience for everyone involved.

Our high-performance networks are powered by more than 9,000 mobile doctors and nurses covering every county in the U.S., 3,500 healthcare providers and facilities in value-based arrangements, and hundreds of community-based organizations. Signify’s intelligent technology and decision-support services enable these resources to radically simplify care coordination for more than 1.5 million individuals each year while helping payers and providers more effectively implement value-based care programs.

To learn more about how we’re driving outcomes and making healthcare work better, please visit us at www.signifyhealth.com.