Human Resources Business Partner (HRBP)

Join us for an exciting career with the leading provider of supplemental benefits! Our 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 Bachelor's 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 Master's 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. Compensation & Benefits At Avēsis, we strive to design equitable, and competitive compensation programs. Base pay within the range is ultimately determined by a candidate's skills, expertise, or experience. In the United States, we have three geographic pay zones. Zone A: $74,260.00-$123,760.00 Zone B: $80,940.00-$134,900.00 Zone C: $87,150.00-$145,250.00 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. 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 How To Stay Safe Avēsis is aware of fraudulent activity by individuals falsely representing themselves as Avēsis recruiters. In 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 @Avēsis.com. 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 View email address on click.appcast.io. 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! Avēsis has been providing essential ancillary benefit solutions since 1978. Since its inception Avēsis has developed, administered and refined its offerings to provide clients with best‑in‑class product choices and services. Today, our programs cover more than 8.5 million members throughout the country. We strive for excellence in all that we do and our benchmark performance in terms of member satisfaction and client retention underscores this singular focus. #J-18808-Ljbffr Avesis