HR Business Partner

For roles that are 100% remote or hybrid, you must have access to a reliable high-speed internet connection to support daily job responsibilities. A minimum bandwidth of 50 Mbps download and 5 Mbps upload is required. Those fully remote associates residing in states where service is required by contract, law, or regulation will be allowed to submit for reimbursement.

Your career starts now. We're looking for the next generation of health care leaders.

At AmeriHealth Caritas, we're passionate about helping people get care, stay well and build healthy communities. As one of the nation's leaders in health care solutions, we offer our associates the opportunity to impact the lives of millions of people through our national footprint of products, services and award-winning programs. AmeriHealth Caritas is seeking talented, passionate individuals to join our team. Together we can build healthier communities. If you want to make a difference, we'd like to hear from you.

Headquartered in Newtown Square, AmeriHealth Caritas is a mission-driven organization with more than 30 years of experience. We deliver comprehensive, outcomes-driven care to those who need it most. We offer integrated managed care products, pharmaceutical benefit management and specialty pharmacy services, behavioral health services, and other administrative services.

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Job Summary

Reporting to the HR Enterprise Solutions Director, the HR Business Partner is designed to operate across designated business areas, providing bench strength and day-to-day HRBP support under the guidance of more senior level business partners roles. This role may be assigned to a specific group or operate as a flexible resource to address changing client needs, coverage gaps, and priority initiatives. The HRBP delivers consistent, high-quality HR services by partnering with HR Centers of Excellence (COEs), applying HR policies and practices, and using data and sound judgment to resolve issues. This role builds capability to influence and partner strategically over time.

Essential Functions:

• HRBP Support and Partnership: Provide responsive HR support to various client groups, Sr. HRBPs or Director level HRBPs across multiple teams, prioritizing requests based on business impact, urgency, compliance and risk. Support may be related to performance management, organization changes planning and execution, data analysis, leader material development, compensation initiatives, change management, organization design, or associate engagement. Maintain continuity by tracking open items, action logs, and handoffs; ensure consistent employee experience while escalating complex matters appropriately.
• COE Partnership and Collaboration : Partner with HR COEs (e.g., talent acquisition, compensation, benefits, and associate relations) to connect clients to the right resources and ensure timely follow-through. Provide assistance and any tactical support to the more senior level HBRPs while continuing to build strategic capability.
• Leader and Manager Support: Serve as a first-line HR consultant to people leaders and associates on HR policies, programs, and processes; provide guidance on routine manager inquiries (e.g., policy interpretation, performance documentation, role changes, and standard communications); and escalate complex matters to senior HRBPs/COEs as appropriate. Prepare meeting materials and talking points for more senior level HRBP's review.
• Workforce Data and Metrics: Leverage workforce data and reporting to discern patterns, conduct analytical assessments, and present insights through concise visuals and effective storytelling. Prepare and manage regular workforce reports (such as headcount, turnover, vacancies, exit interviews, and internal movement); monitor trends and promptly highlight potential risks or opportunities to the designated Senior HRBP/Director; ensure data integrity within HR systems.
• Talent & Organizational Support: Support talent reviews, succession planning preparation, org updates, and change efforts by assembling data, drafting communications, coordinating logistics, and tracking actions; contribute ideas and insights based on observations across business areas. Support core talent lifecycle activities such as onboarding, internal moves, offboarding, performance processes, and workforce planning actions by coordinating and executing established steps.
• Project Support: Contribute to HR projects, task forces, and cross-functional initiatives; support development, rollout and adoption of standardized tools, communications, and best practices.

Education/Experience:

• Bachelor's Degree.
• 1 to 3 years experience in an HR generalist or other client facing HR role.
• 3 to 5 years experience in HR, people operations, or related role.

Other Skills :

• Broad understanding and/or experience in a range of human resources functions, such as recruitment, employee relations, comp/benefits, compliance, HRIS etc.
• Solid background and demonstrated familiarity with employment laws and organizational best practices
• Working knowledge of fundamental HR processes (e.g. hiring support, performance cycles) and ability to learn HR systems quickly
• Strong written and verbal communication skills; ability to develop materials and tailor messages to different levels of leaders
• Strong Customer focus, responsive, and acts with a sense of urgency while maintaining a high level of quality and professionalism.
• Demonstrated ability to manage multiple priorities, track details and meet deadlines in a fast-changing environment.
• Data judgment: Handles and interprets workforce data responsibly; produces analyses and communicates findings clearly.
• Analytical and metrics-driven; proficient with MS Office (Word, Excel, PowerPoint) and HRIS tools to pull and interpret workforce data to inform decisions.
• Business acumen: Demonstrates basic awareness of the organization's operational and financial context; learns the needs of different teams quickly in a floating model.
• Agility: Adapts quickly to changing priorities and client needs; demonstrates curiosity, growth mindset, and continuous improvement.
• Talent management: Supports and executes HR activities across the associate lifecycle; applies standard processes and tools and builds capability in employee experience and change support.
• Strategic consulting: Applies consultative problem-solving for routine issues; recognizes risk and knows when to escalate; supports project execution.
• Relationship management: Builds trust with diverse stakeholders; collaborates effectively and develops influence through credibility and follow-through

Our Comprehensive Benefits Package

Flexible work solutions including remote options, hybrid work schedules, Competitive pay, Paid time off including holidays and volunteer events, Health insurance coverage for you and your dependents on Day 1, 401(k) Tuition reimbursement and more.