Job Description

About the Role: At Wellmark, Human Resources support of business strategy is a crucial and dedicated partnership aimed at supporting our mission of making health care better. As the HR Business Partner supporting our Business Development & Client Solutions division, you will serve complex business units such marketing, sales, product and market insights and will be accountable for building meaningful relationships with executives and business leaders, developing a deep understanding of organizational strategy, and using data to analyze trends that help inform decisions related to shaping division and department level initiatives. You’ll serve as an advocate for aligning HR initiatives and programs directly to the business objectives of the division in order to drive meaningful outcomes for the business, our employees and ultimately our customers. Although you'll be responsible for serving as a highly integrated and influential member of the leadership team within your assigned division and you’ll provide expertise and consulting on a variety of topics such as division strategic planning, talent planning and organizational design, you won't do it alone. You'll work closely with others, collaborating often with your HR COEs (Employee Relations, Compensation, Talent Acquisition, Talent Development, etc.) and business leaders to ensure delivery of a cohesive support model, all driving to maximize outcomes aligned with business strategy.

About You: Ideal candidates are at their best when they’re at the heart of the action—you react quickly and easily draw connections when business challenges arise in the moment, dynamically tying business priorities to HR initiatives, drawing equally upon both your extensive knowledge of the business and your human resources subject matter expertise. Naturally curious, you are a big-picture thinker, and you love connecting the dots to the many activities that are occurring within the business. Consulting and strategic business partnership is your bread and butter; while you possess expertise in the application of employment law and regulation, you’ll serve more in an advisory capacity, leaning on others to help support you in the resolution of more transactional items so you can spend your time where you can add the most strategic value.

Ideally, you will have wide-ranging experience as a business partner as well as deep expertise in one or more functional areas of HR and you partner with your HR COEs to develop and deliver collaborative solutions. You consider yourself a business professional who happens to specialize in HR consulting. You’ve been told you have a knack for anticipating your stakeholders needs and consider a consulting conversation a success if it involves a healthy amount of constructive discord. If you love to come to work every day not sure what new opportunity will present itself, if you’re always ready for anything and are energized by running quickly alongside the executives that you support – and having a great time while you do it – this might be the place for you!

This position will enjoy the flexibility of a hybrid work schedule (3+ days a week in office), however you should expect to flex to the needs of your stakeholders and enjoy lots of in-person time with those you work mostly closely with.

Qualifications

Required:

Bachelor's Degree OR equivalent work experience

7+ years of related experience:

• Demonstrated experience building effective relationships, conducting critical conversations and collaborating with stakeholders, employees and HR colleagues
• Human Resource Generalist experience or equivalent related work experience, including experience providing advanced consulting to complex business units; prior experience supporting business development/health industry functions (i.e. Sales, Marketing, Communications, Product, Market Insights, etc.) preferred
• Demonstrated experience providing effective consulting and influencing decisions through sound judgment and data analysis to effectively drive positive business outcomes and resolve complex issues; experience supporting significant change management efforts through effective planning and collaboration
• Familiarity with the HR disciplines of compensation, benefits, performance management, succession planning and talent development
• Proven understanding of regulatory compliance and employee relations concepts
• Demonstrated ability to be detail oriented and dependable, and the ability to be a quick learner
• Effective prioritization and time management skills

Preferred:

• Master's Degree
• HR Certification (PHR, SPHR, GPHR, SHRM-CP, etc.)

Additional Information

a. Utilize knowledge of our business strategy and enterprise goals to consult with Senior/Division leaders as a strategic partner in the identification of needs, opportunities, solutions and risks relating to HR programs and services, workforce productivity and engagement, organizational design and talent management.

b. Influence business decisions by identifying opportunities to align business goals with our talent strategy. Assist leaders in identifying and evaluating options and assessing risks as they relate to driving business results and employee engagement.

c. Maintain and continually enhance talent planning conversations and activities within divisions meeting their specific needs based on their talent while also maintaining consistency with enterprise processes. Utilize the conversations as an opportunity to assess current talent, but also plan for future skill needs.

d. Serve as a resource and consultant on business initiatives that require change management. Help think through the impacts to business processes and people to support a holistic business readiness plan.

e. Regularly provide insight to organizational talent needs and divisional feedback to HR Leadership to ensure initiatives and tactics deployed are realistic and meet the needs of our leader and employee population.

f. Execute on the implementation of HR programs and initiatives within respective divisions ensuring intended outcomes are met and support talent strategies and the HR strategic plan.

g. Leverage HR Partners and subject matter experts on topics such as talent acquisition, compensation, learning and development, employee relations and more to create holistic solutions to meet division goals and desired employee outcomes. Serve as a resource and mentor to colleagues to build their business knowledge and consultation with business areas.

h. Apply people insights to influence/support decisions when consulting with leaders on their talent. Proactively analyze data (internal to HR such as turnover, compensation and hiring decisions and external to HR such as industry trends) to identify trends and share insights with business leaders to get ahead of any talent risks or opportunities.

i. Consult and partner with leaders, internal and external counsel on evaluating legal requirements and employment related decisions. Works in partnership with HR colleagues and business leadership to ensure compliance with regulatory issues including Fair Labor Standards Act, Affirmative Action, Family Medical Leave Act, Americans with Disabilities Act, Equal Opportunity, etc.

j. Other job duties as assigned

_ _ An Equal Opportunity Employer__

The policy of Wellmark Blue Cross Blue Shield is to recruit, hire, train and promote individuals in all job classifications without regard to race, color, religion, sex, national origin, age, veteran status, disability, sexual orientation, gender identity or any other characteristic protected by law.

Applicants requiring a reasonable accommodation due to a disability at any stage of the employment application process should contact us atcareers@wellmark.com