Director, HR Business Partner

Medica is a nonprofit health plan with more than a million members that serves communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for. We're a team that owns our work with accountability, makes data‑driven decisions, embraces continuous learning, and celebrates collaboration – because success is a team sport. It is our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm and every member feels valued. The Director‑Level HR Business Partner provides strategic partnership to senior leaders (SVPs and VPs) across 1–3 divisions, addressing high‑complexity organizational, talent, and workforce challenges. This role brings enterprise‑level diagnostic capability, leads large‑scale org and change initiatives, advises on significant ER risk, and co‑creates HR solutions with COEs for broad impact. Performs other duties assigned. Key Accountabilities Shape Divisional People Strategy Partner with senior leaders to set divisional people priorities aligned to business outcomes, culture, and workforce strategy Participate in strategic decision‑making and ensure people implications (talent, structure, capability, risk) are embedded in business plans Consult on executive compensation and market positioning by interpreting market data and internal equity dynamics, in partnership with Total Rewards Support the design and implementation of special incentive programs aligned to divisional goals Co‑create scalable people programs with COEs to ensure enterprise alignment while meeting divisional needs Provide Advanced Consulting & Coaching Challenge and develop senior leader thinking; elevate leadership maturity, decision quality, and accountability Facilitate complex leadership and team dynamics, including role clarity, decision rights, and operating norms Diagnose complex organizational issues using enterprise frameworks (org health, performance patterns, engagement drivers, operating model misalignment) Influence leaders through data‑driven insights, clear narrative framing, and practical pathways to action Lead Organizational Effectiveness & Workforce Planning Design and lead large‑scale reorganizations, workforce planning, and operating model improvements Improve cross‑functional ways of working and support enterprise initiatives at the division level Partner deeply with IDEA and L&D to embed capability‑building and inclusion into operating rhythms Advise on High Risk ER & Organizational Impact Advise senior leaders on high‑risk employee relations matters and potential litigation exposure in partnership with Employee Relations and Legal Assess organizational and cultural impact of ER decisions and leader actions Identify systemic risk patterns and recommend preventive interventions to reduce future exposure Drive Integrated Talent, Change & Analytics Lead strategic change initiatives across multiple divisions; develop change strategies, coach senior leaders, and drive adoption Shape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depth Lead talent calibration discussions with a strong point of view; align development actions to business and capability needs Leverage workforce and engagement analytics to inform strategic decisions related to capacity, skills, retention risk, and performance Translate analytics into insights that shape decisions, priorities, and trade‑offs – not just reporting trends Required Qualifications Bachelor's degree in a related field or an equivalent combination of education and experience 10+ years of progressive HR experience, including strategic HRBP roles Strong background in organizational design, change management, and enterprise transformation Preferred Qualifications PHR, SPHR, or Master's Degree Skills and Abilities Experience operating effectively in a fast‑paced, accountable, and growth‑oriented environment Demonstrated success designing and executing integrated people strategies that align organization, capabilities, and culture to drive business outcomes Proven ability to influence, prioritize, and sequence enterprise HR initiatives, including partnering with Centers of Excellence (COEs) to align solutions with business readiness, change capacity, and timing Track record of translating COE programs into practical, business‑aligned execution plans, ensuring adoption and measurable impact Strong enterprise mindset with the ability to balance competing priorities and drive alignment across HR and business leaders Demonstrated success influencing senior leaders, combining strategic insight, data, and people expertise to drive outcomes Proven ability to strengthen leadership teams through coaching, counsel, and leadership development support for senior executives This position is an office role, which requires an employee to work onsite, on average, 3 days per week. We are open to candidates located near one of the following office locations: Minnetonka, MN or Madison, WI. The full salary grade for this position is $113,400–$194,400. While the full salary grade is provided, the typical hiring salary range for this role is expected to be between $113,400–$170,100. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data. In addition to base compensation, this position may be eligible for incentive plan compensation in addition to base salary. Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, holidays, paid volunteer time off, 401(k) contributions, caregiver services and many other benefits to support our employees. The compensation and benefits information is provided as of the date of this posting. Medica's compensation and benefits are subject to change at any time, with or without notice, subject to applicable law. Eligibility to work in the US Medica does not offer work visa sponsorship for this role. All candidates must be legally authorized to work in the United States at the time of application. Employment is contingent on verification of identity and eligibility to work in the United States. Equal Opportunity Employer We are an Equal Opportunity employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic. Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr