Hr Business Consultant - Remote

HR Business Consultant - RemoteServes as primary Human Resources (HR) point of contact for direct reporting line into a Senior Leader of a specific business unit, (i.e., directs to SBU or Corporate leads). Participates in the annual planning process with business partners and builds corresponding human capital actions to support the business objectives. Provides HR guidance on HR issues ranging from organizational development, employee relations, attraction and retention of key personnel, training assessment and implementation of programs, staff development, management coaching/advisement, and communication plans.

• Provides communication/education/support to SR Leaders on the roll-out of all HR initiatives and systems (e.g., policy changes, Workday).
• Coaches leaders on the process, challenges the status quo and ensures final plans, 9 Blocks, etc., are loaded into the database.
• Ensures execution of plan and provide periodic check-ins to catch early concerns.
• Partners with Talent Acquisition (TA) to execute on plan.
• Identifies situations across the business unit that requires review and analysis with Compensation (e.g., market issues for specific roles). Partners with Compensation to gather data and complete the analysis.
• Partners with leaders to review/analyze survey results. Identifies areas of strengths and opportunities year over year. Supports leaders in identifying areas of focus and building strategic plans to address concerns.
• Proposes, develops, and implements creative alternatives and adaptations of HR programs as appropriate to meet local business needs.
• Partners with business leaders on RIF activity. Provides counsel on process and ensure all actions are in compliance with policy.
• Supports identification of attendees for corporate learning programs.
• Educates leaders on the use of consistent approach and tools for all org redesign and change initiatives.
• Builds customized New Leader Acceleration plan to ensure early success for all mid-level hires.
• Talent Management and Development: Executes on the business area talent plan by facilitating Talent Reviews and Succession Planning sessions throughout client area.
• Compensation: Partners with the business and Compensation to ensure programs are executed within guidelines and that award criteria supports achievement of business outcomes.
• Ensures consistent application of corporate procedures and practices regarding employment activities by reviewing and auditing such employment activities.
• Based on established guidelines, and knowledge of the business/role, provides recommendations for mid-level hires.
• Revisits forecasts quarterly and adjusts based on business need. Takes proactive approach with leaders and TA to source early for key critical openings.
• Consults with business leaders and provides compensation recommendations on higher level or and key critical roles.
• Provides ongoing support and counsel to leaders to identify strengths and areas of development.
• Leadership and Team Development: Diagnoses, designs and facilitates appropriate team development/intervention sessions to address areas of concern and/or continues development.
• Conducts New Leader Acceleration sessions for new leadership hires within 90 days to identify areas of concern and develop appropriate actions to address.
• Interviews mid-level (Director) candidates and provides feedback to business partner on potential hires.
• Organization Design/Change Management: Partners with Senior Leaders on all organization restructures/redesigns.
• Supports business and Senior HRBC in brokering talent across Magellan in fulfillment of Talent Reviews.
• Talent Acquisition: Works with business leader to build annual staffing plan into appropriate business area specific needs.
• Provides background, consultation, and supporting documentation as appropriate.
• Supports Senior Human Resources Business Consultant (HRBC) in gathering competitive intelligence by interviewing new hires regarding talent.
• Ensures new structure supports achievement of business strategy.
• Coordinates notifications, paperwork and identifies any extenuating circumstances that need to be addressed.
• Challenges the status quo on roles and offer alternate solutions to current design.
• Ensures a pay for performance culture by the implementation of solid annual performance goals and the appropriate distribution of dollars across the organization.
• Ensures compliance with federal and state regulations as they pertain to employment laws.
• Presents offer recommendations to compensation team based on knowledge of the business, the role, and the market demands.
• Supports HR initiatives such as open enrollments, new hire orientations, process automation, corporate compliance programs, bonus plans, performance reviews, merit increase process, leadership continuity, etc.
• Ensures Change Management principles are incorporated into all restructures and assist leaders in building the appropriate steps into business processes. (Includes climate assessments, communication plans, learning strategies and corresponding staffing strategies.
• Ensures development plans are completed for all employees. Provides counsel to leaders and employees throughout the process.
• General HR Support: Provides support to SR ER Specialists in any complex employee relations issue within customer base.
• Partners with leaders to ensure the Performance Management process is administered appropriately.
• Leverages and shares team building tools and practices with HR peers as a continual best practice.

• Prefer that required Bachelor's degree be in Human Resources or related.
• Experience with Workday a plus.

• Strong negotiation skills.
• Demonstrated ability to manage at all levels in the organization.
• Must have the ability to make recommendation to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures, regulations, etc.
• Strong technology skills and aptitude for learning quickly.
• Minimum 6+ years of experience in Human Resources.
• Strong written and verbal communication skills.
• Ability to objectively coach employees and management through issues that may be complex, difficult and emotional.
• If supporting a California contract, must have 6+ years of HR experience in the state of California.
• Strong working knowledge of MS Office Suite.
• Proven track record in all aspects of strategic HR capital management.

Human ResourcesBachelorsMastersSPHR - Senior Professional in Human Resources - Enterprise - EnterprisePotential pay for this position ranges from $72,130.00 - $115,410.00 based on experience and skills. Pay range may vary by 8% depending on applicant location.