Human Resources Business Partner (HRBP)

Join us for an exciting career with the leading provider of supplemental benefits!

O ur Promise

Through skill-building leadership development and philanthropic opportunities we provide opportunities to build communities and grow your career surrounded by diverse colleagues with high ethical standards.

Scope
The Human Resources Business Partner (HRBP) serves as a strategic advisor to the Avēsis Operations organization aligning people strategies with business priorities to strengthen performance engagement retention leadership capability and sustainable growth. The HRBP uses workforce insights talent practices and organizational development expertise to help leaders anticipate challenges improve team effectiveness and build a culture of accountability collaboration and continuous improvement. Human Resources supports the employee lifecycle through talent acquisition and management employee relations leadership development total rewards compliance workforce planning and organizational effectiveness.

Job Summary
The HRBP partners with operational leaders to develop and execute workforce strategies that support business goals and high-performing teams. The role provides data-informed guidance across talent management organizational design workforce and succession planning employee engagement change management leadership development and performance improvement. The HRBP analyzes workforce trends engagement results turnover talent risks and organizational health measures to recommend practical solutions that improve employee experience and business outcomes. The role also advises on employee relations policy interpretation investigations performance matters and organizational risk in partnership with Legal and HR leadership. Success is measured through trusted leadership partnerships stronger engagement and retention improved leadership effectiveness and succession readiness reduced workforce risk and measurable organizational results. The HRBP also contributes to enterprise talent initiatives and continuous improvement across HR.

Functional Competencies:

• Strategic Business Partnership: Serve as a trusted advisor and coach to leaders on workforce matters tied to business objectives. Develop engagement retention workforce planning succession and organizational effectiveness strategies. Influence decisions through workforce insights sound judgment and an understanding of operational and financial priorities.

• Workforce Analytics & Talent Insights: Analyze workforce engagement turnover performance retention succession and organizational health data to identify risks and opportunities. Translate people data into actionable recommendations and evaluate the effectiveness of talent and workforce investments.

• Employee Engagement & Retention: Use employee feedback survey results exit trends and workforce data to identify root causes and implement action plans. Coach leaders on practices that improve employee experience development well-being retention culture and workforce stability.

• Talent Management & Leadership Development: Lead performance management succession planning leadership development and workforce planning initiatives. Assess leadership capability and bench strength improve manager programs and resources and coach leaders on goals feedback development and performance.

• Employee Relations & Risk Management: Conduct and document workplace investigations and present findings and recommendations to appropriate stakeholders. Advise on employment law policy interpretation performance management corrective action workplace concerns and employee separations. Partner with Legal and Leaders to identify and mitigate workforce risks and maintain compliance.

• Organizational Effectiveness & Change Leadership: Advise on organizational design team effectiveness workforce optimization and change management. Assess organizational capability and recommend improvements to alignment accountability scalability and performance. Support growth restructuring transformation and other business changes while sustaining engagement and productivity.

Core Competencies

• Business Acumen: Connect workforce strategies and talent investments to operational financial and organizational outcomes. Evaluate workforce decisions through both a people and business lens including the impact of turnover engagement and productivity.

• Strategic Mindset: Anticipate workforce needs and balance immediate business demands with long-term talent and organizational priorities.

• Relationship Management: Build credible partnerships and address difficult issues with courage professionalism curiosity and constructive challenge.

• HR Expertise: Apply current employment laws policies HR practices workforce trends and technologies to balance business needs employee experience and risk.

• Results Orientation: Deliver measurable improvements in engagement retention leadership effectiveness succession readiness organizational capability and performance. Use metrics and feedback to improve solutions and reinforce leader accountability for people outcomes.

Behavioral Competencies:

• Influential: Builds credibility trust and partnerships that positively influence leaders and organizational outcomes.

• Strategic: Thinks beyond immediate challenges and develops long-term solutions that support business goals.

• Collaborative: Works across teams and functions to achieve shared organizational objectives.

• Initiative: Proactively identifies opportunities addresses challenges and drives meaningful results.

• Communicative: Clearly and effectively communicates ideas recommendations and complex information verbally and in writing.

• Employee-Focused: Champions a positive employee experience and seeks opportunities to improve engagement development well-being and retention.

• Critical Thinker: Analyzes complex situations identifies root causes and develops effective solutions.

• Adaptable: Effectively manages competing priorities and evolving business needs.

• Integrity and Accountability: Acts ethically maintains confidentiality and demonstrates ownership for decisions and outcomes.

Minimum Qualifications

• Bachelors degree in Human Resources Business Administration Organizational Development or a related field or an equivalent combination of education training and experience.
• 5-7 years of progressive HR experience including employee relations investigations conflict resolution performance management and employment law.
• 2-4 years of HR Business Partner experience supporting operations customer service contact center or service-focused organizations.
• 1-3 years analyzing workforce trends talent metrics engagement data or organizational health indicators; ability to influence decisions using workforce analytics talent insights and business-focused recommendations
• 1-2 years of experience with competency-based performance management frameworks
• 1-3 years using Workday HCM or a similar HRIS.
• Experience partnering with leaders to develop workforce strategies and improve organizational effectiveness engagement retention succession or workforce planning.
• Experience managing corrective actions performance improvement processes employee separations and organizational change in a complex environment.
• For this remote role employees must maintain internet service that supports essential responsibilities. Recommended minimum speeds are 50 Mbps download and 25 Mbps upload while hardwired and not using a VPN.

Preferred Qualifications

• Masters degree in Human Resources Business Administration Organizational Development or a related field.
• SHRM-CP SHRM-SCP PHR or SPHR certification.
• Experience in a private equity-backed organization or the healthcare insurance managed care or employee benefits industry.
• Experience leading engagement retention workforce and succession planning leadership development organizational effectiveness or large-scale change initiatives.
• Experience using workforce analytics and business metrics to influence leadership decisions and organizational performance.
• Experience supporting transformation growth restructuring mergers or acquisitions.

At Avēsis we strive to design equitable and competitive compensation programs. Base pay within the range is ultimately determined by a candidates skills expertise or the United States we have three geographic pay zones. For this role our current pay ranges for new hires in each zone are:

Zone A: $74260.00-$123760.00 Zone B: $80940.00-$134900.00 Zone C: $87150.00-$145250.00 FLSA Status: Salary/Exempt

This role may also be eligible for benefits bonuses and commission.

Please visit Avesis Pay Zones for more information on which locations are included in each of our geographic pay zones. However please confirm the zone for your specific location with your recruiter.

We Offer

• Meaningful and challenging work opportunities to accelerate innovation in a secure and compliant way.
• Competitive compensation package.
• Excellent medical dental supplemental health life and vision coverage for you and your dependents with no wait period.
• Life and disability insurance.
• A great 401(k) with company match.
• Tuition assistance paid parental leave and backup family care.
• Dynamic modern work environments that promote collaboration and creativity to develop and empower talent.
• Flexible time off dress code and work location policies to balance your work and life in the ways that suit you best.
• Employee Resource Groups that advocate for inclusion and diversity in all that we do.
• Social responsibility in all aspects of our work. We volunteer within our local communities create educational alliances with colleges drive a variety of initiatives in sustainability.

How To Stay Safe

Avēsis is aware of fraudulent activity by individuals falsely representing themselves as Avēsis some instances these individuals may even contact applicants with a job offer letter ask applicants to make purchases (i.e. a laptop or gift cards) from a designated vendor have applicants fill out W-2 forms or ask that applicants ship or send packages of goods to the company.

Avēsis would never make such requests to applicants at any time throughout our job application process. We also would never ask applicants for personal information such as passport numbers bank account numbers or social security numbers during our process. Our recruitment process takes place by phone and via trusted business communication platform (i.e. Zoom Webex Microsoft Teams etc.). Any emails from Avēsis recruiters will come from a verified email address ending in @ Avēsiscom.

We urge all applicants to exercise caution. If something feels off about your interactions we encourage you to suspend or cease communications. If you are unsure of the legitimacy of a communication you have received please reach out to .

To learn more about protecting yourself from fraudulent activity please refer to this article link ( If you believe you were a victim of fraudulent activity please contact your local authorities or file a complaint (Link: with the Federal Trade Commission. Avēsis is not responsible for any claims losses damages or expenses resulting from unaffiliated individuals of the company or their fraudulent activity.

Equal Employment Opportunity

At Avēsis We See You. We celebrate differences and are building a culture of inclusivity and diversity. We are proud to be an Equal Employment Opportunity employer that considers all qualified applicants and does not discriminate against any person based on ancestry age citizenship color creed disability familial status gender gender expression gender identity marital status military or veteran status national origin race religion sexual orientation or any other characteristic. At Avēsis we believe that to operate at the peak of excellence our workforce needs to represent a rich mixture of diverse people all focused on providing a world-class experience for our clients. We focus on recruiting training and retaining those individuals that share similar goals. Come Dare to be Different at Avēsis where We See You!