Senior Human Resources Business Partner Consultant

We are seeking an experienced Senior Human Resources Business Partner Consultant to serve as a strategic, hands-on advisor to business leaders and a key partner within the People & Culture organization. This remote consulting role will align workforce strategies with business priorities, strengthen leadership capability, improve organizational performance, and promote a positive employee experience.

The ideal candidate brings broad human resources expertise, strong business acumen, data-driven decision-making skills, and the confidence to navigate complex people matters. This person will be comfortable coaching leaders through performance concerns, organizational change, employee relations matters, and talent decisions while also actively helping implement solutions.

Key Responsibilities

• Partner with leaders to align people strategies, talent priorities, and workforce plans with business objectives.

• Provide strategic and practical HR consultation across the employee lifecycle, including performance management, employee relations, talent management, organizational effectiveness, compensation, and workforce planning.

• Coach leaders at all levels on leadership effectiveness, accountability, employee performance, difficult conversations, and change management.

• Build trusted relationships with business clients, People & Culture colleagues, and cross-functional partners.

• Identify workforce trends, business challenges, risks, and opportunities; translate findings into practical recommendations and action plans.

• Analyze HR, operational, and workforce data to identify trends, diagnose issues, and support data-informed decisions.

• Support the implementation and adoption of enterprise People & Culture programs, policies, processes, and systems.

• Drive continuous improvement efforts that enhance HR programs, operational processes, leader capability, and employee experience.

• Partner closely with HR subject matter experts in Talent Acquisition, Compensation, Workday, Performance Management, Organization Effectiveness, and Employee Relations.

• Resolve people-related issues proactively while balancing business needs, employee concerns, organizational values, and applicable employment practices.

• Manage competing priorities effectively and apply sound program and project management practices.

• Role-model organizational values and support a culture of accountability, collaboration, inclusion, and high performance.

• Utilize Workday HCM and Microsoft Office tools to manage workforce information, develop reporting, analyze data, and communicate recommendations.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Strategic HR Management, or a related field.

• Eight or more years of progressive human resources experience.

• At least two years of HR generalist experience.

• Experience supporting at least two HR functional areas, such as talent acquisition, compensation, employee relations, performance management, organizational effectiveness, or HR systems.

• Six to eight years of demonstrated strategic HR business partnering or strategic HR management experience.

• Strong experience advising leaders and employees on performance management, workplace concerns, and complex or ambiguous situations.

• Proven ability to use data, reporting, and trend analysis to develop recommendations and influence business decisions.

• Working knowledge of contemporary HR practices, talent management strategies, employment practices, and employee relations principles.

• Experience using Workday HCM.

• Advanced proficiency with Microsoft Office, particularly Excel, PowerPoint, Word, and Outlook.

• Exceptional verbal, written, interpersonal, consultation, and influencing skills.

• Ability to build credibility quickly, manage confidential information, and handle difficult conversations with professionalism and sound judgment.

Preferred Qualifications

• Master’s degree in Human Resources, Business Administration, Strategic HR Management, or a related discipline.

• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

• Experience supporting a complex, matrixed, enterprise-level organization.

• Experience leading HR transformation, change management, process improvement, or workforce planning initiatives.

• Healthcare, insurance, payer, benefits, or regulated-industry experience.

Ideal Candidate Profile

This is not a transactional HR coordinator position or a passive advisory role. The successful consultant will be a hands-on strategic partner who can move from analyzing workforce data and influencing leadership decisions to helping execute practical solutions.

The ideal candidate has demonstrated strength across multiple HR disciplines, including:

• Talent acquisition and workforce planning

• Compensation and job architecture

• Workday HCM and HR reporting

• Performance management and leadership coaching

• Organizational effectiveness and change management

• Positive employee relations and issue resolution

• HR policy, process, and program implementation

Work Environment

• Remote consulting engagement.

• No on-site requirement.

• Must be able to collaborate effectively across business functions and People & Culture teams in a virtual environment.

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