Senior Human Resources Business Partner

Alignment Health

. Develop and lead the annual People and Organization Operating Plan for assigned business units .

Posted 10/14/2026full-timeRemote • United StatesSenior💰 $113,332 - $169,999 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in strategic HR business partnership, workforce planning, and organizational design within complex, regulated environments. Proficient in analyzing workforce data to drive talent strategy and business outcomes.

Highest-signal resume keywords

Strategic HR Business Partner ExperienceWorkforce PlanningOrganizational Design PrinciplesHRIS Proficiency (Workday Preferred)Change Management Expertise

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce AnalysisTalent Strategy DevelopmentOrganizational Change LeadershipData InterpretationConflict ResolutionTalent Review FacilitationEmployment Law KnowledgeHR Analytics ToolsPeople Metrics ConnectionMarket Expansion Strategy

Soft Skills

Coaching LeadersAdvising Senior LeadersMentoring HR Team Members

Tools & Technologies

HRIS PlatformsWorkdayTalent Management PlatformsApplicant Tracking Systems

Certifications & Qualifications

SHRM-SCPSPHRChange Management Training or Certification

Industry Keywords

HealthcareHealth InsuranceManaged CareMedicare AdvantageCMS Regulatory EnvironmentStar RatingsPMPM Economics

About the role

Key responsibilities & impact

Develop and lead the annual People and Organization Operating Plan for assigned business units
Translate leadership strategy, member growth targets, and market expansion goals into a comprehensive workforce roadmap
Partner with Talent Acquisition, Talent Management, Total Rewards, and Learning & Development to align hiring, reskilling, retention, and organizational design plans
Serve as a strategic business advisor to senior operational and clinical leaders
Bring workforce insights, talent-risk analysis, and organizational recommendations to business planning
Advise on restructuring, market launches, AI implementation, care-model changes, and other business decisions
Conduct workforce analysis to identify talent gaps, succession risks, and pipeline needs
Partner on market-specific sourcing strategies and lead calibrated talent reviews
Co-design organizational solutions, evaluating structure, spans of control, and role accountabilities
Lead the people side of business transformation and change management
Address organizational implications of growth, scaling, evolving structures, leadership capacity, and workforce capabilities
Coach leaders through business challenges, leadership effectiveness, and organizational growth
Design role-specific leadership development and facilitate talent reviews
Gather, interpret, and present workforce data including turnover, engagement, DEI representation, promotion rates, and demographics
Connect people metrics to Star Ratings, member satisfaction, PMPM cost, and clinical workforce productivity
Investigate, mediate, and resolve complex employee-relations cases
Advise managers on conflict resolution, documentation, and performance management
Partner with Legal and HR Operations on consistent, compliant policy application
Mentor other HR team members; this role is not a direct supervisor

Requirements

What you’ll need

8–12 years of progressive HR experience, with a minimum of 5 years in a strategic HR Business Partner, HRBP Lead, or comparable role
Demonstrated experience operating as a trusted advisor to senior business leaders
Proven track record of leading organizational change, workforce planning, and talent strategy at a business-unit or enterprise level
Experience in a large, complex organization with matrixed operating structures and multiple stakeholder groups
Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field
Equivalent combination of education and demonstrated professional experience will be considered
Demonstrated proficiency with HRIS platforms; Workday strongly preferred
Working knowledge of HR analytics tools and people data reporting practices; formal training or equivalent demonstrated experience accepted
Ability to design and own a People & Organization Operating Plan
Proficiency interpreting workforce data and connecting people metrics to operational and financial business outcomes
Applied knowledge of organizational design principles and complex change initiatives
Working proficiency in Workday or comparable HRIS; familiarity with talent management platforms and applicant tracking systems
Deep knowledge of employment law, internal policy interpretation, and case-resolution best practices in a regulated healthcare environment
Understanding of Medicare Advantage, CMS regulatory environment, Star Ratings, PMPM economics, care model operations, and managed-care workforce dynamics
Skill in designing and facilitating calibrated talent reviews
No licensure required
Preferred: healthcare, health insurance, managed care, or comparably regulated-environment experience; market expansion or workforce scaling experience; AI-powered workforce tools, talent intelligence platforms, or people analytics exposure; master's degree; change-management training or certification; SHRM-SCP or SPHR