HR Business Partner - Hybrid

Awarded a Healthiest Employer, Blue Cross Blue Shield of Arizona aims to fulfill its mission to inspire health and make it easy. AZ Blue offers a variety of health insurance products and services to meet the diverse needs of individuals, families, and small and large businesses as well as providing information and tools to help individuals make better health decisions. At AZ Blue, we have a hybrid workforce strategy, called Workability, that offers flexibility with how and where employees work. Our positions are classified as hybrid, onsite or remote. While the majority of our employees are hybrid, the following classifications drive our current minimum onsite requirements: Hybrid People Leaders: must reside in AZ, required to be onsite at least twice per week Hybrid Individual Contributors: must reside in AZ, unless otherwise cited within this posting, required to be onsite at least once per week Hybrid 2 (Operational Roles such as but not limited to: Customer Service, Claims Processors, and Correspondence positions): must reside in AZ, unless otherwise cited within this posting, required to be onsite at least once per month Onsite: daily onsite requirement based on the essential functions of the job Remote: not held to onsite requirements, however, leadership can request presence onsite for business reasons including but not limited to staff meetings, one-on-ones, training, and team building Please note that onsite requirements may change in the future, based on business need, and job responsibilities. Most employees should expect onsite requirements and at a minimum of once per week. This hybrid work opportunity requires residency, and work to be performed, within the State of Arizona. PURPOSE OF THE JOB The HRBP will serve as a consultant/liaison to key business segments and leaders supporting human resources programs and guidelines to ensure the business is aligned and enabled. The HRBP will also be responsible for supporting core HR processes such as staffing, performance management, employee relations, compensation, career development, survey action plans, organizational effectiveness, management development and department restructuring. REQUIRED QUALIFICATIONS Required Work Experience 5 years of experience in business or human resources 2 years supporting business leaders in an HR Business Partner capacity Experience in employee relations, performance management, and talent management Required Education High School diploma or GED in a general field of study Required Licenses N/A Required Certifications N/A PREFERRED QUALIFICATIONS Preferred Work Experience 8 years of experience in business or human resources Preferred Education Bachelor's degree in human resources, business administration, organizational development, communications, or related field of study Preferred Licenses N/A Preferred Certifications PHR / SPHR -Professional / Senior Professional in Human Resources SHRM-CP / SHRM-SCP (SHRM Certified Professional / Senior Certified Professional) ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES Develop strong business relationships with leaders, helping to drive business results by supporting short and long-term business objectives. Coach leaders on how to empower their leadership teams as well as individual contributors to take on increasing responsibility effectively and consistently for all aspects of the business segment as needed. Work in partnership with leadership to identify and develop strategies for high performing individual contributors to maximize opportunities for retention as well as attract the right talent for open roles. Provide coaching to frontline and mid-level leaders. Partner with HR team to develop leadership and individual contributors to help build and promote a culture reflecting organizational values. Manage and resolve employee relations issues by conducting thorough and objective investigations in a timely manner, analyzing risks, and ensuring regulatory compliance for the business and the company. Partner with assigned business segments to develop regular routines to discuss immediate or future business unit restructuring, workforce planning, succession planning, and other potential gaps. Create and review corrective action plans with leaders on the performance of individual contributors to develop innovative and creative approaches to success. Including the annual performance evaluation. Provide day-to-day performance management guidance to leadership through coaching, career development, consulting, and corrective action. Investigate and resolve human resources related issues received via the compliance hotline. Provide HR policy guidance and interpretation to business leadership and individual contributors regarding survey data, workability (in office and remote work), ADA, FMLA, corrective action, performance management, staffing processes, compensation processes, etc. Support implementation of HR programs and policies. Maintain working knowledge #J-18808-Ljbffr Blue Cross Blue Shield of AZ