Director, HR Business Partner (Medicaid)

Accountabilities

• • Translate business priorities and growth strategies into integrated workforce, leadership, talent, culture, and organizational plans that support both current performance and future expansion.

  • Lead the HR and people-related workstreams for Medicaid bids, procurement activities, awarded business, implementations, and market expansion, ensuring workforce assumptions and commitments are practical, compliant, and executable.

  • Assess operating models, staffing requirements, leadership needs, labor strategies, workforce costs, implementation sequencing, and organizational risks associated with business opportunities.

  • Own strategic workforce planning, capability planning, succession planning, talent reviews, and workforce risk assessments, identifying gaps and determining appropriate build, buy, redeploy, or development strategies.

  • Lead organizational assessments and design initiatives that improve role clarity, decision rights, governance, spans and layers, collaboration, accountability, scalability, and overall team effectiveness.

  • Drive leadership and talent effectiveness through succession planning, critical-role readiness, high-potential development, retention strategies, internal mobility, and executive coaching.

  • Assess organizational health using workforce data, engagement results, talent patterns, leadership behaviors, employee feedback, and business outcomes, then translate insights into measurable actions.

  • Lead people strategies for business-led transformation, including impact assessments, leadership alignment, workforce transitions, communications, adoption, and stabilization.

  • Integrate HR capabilities across Talent Acquisition, Talent Management, Learning, Compensation, Associate Relations, Workforce Analytics, Organizational Effectiveness, and other HR functions around shared business priorities.

  • Use quantitative and qualitative insights to identify emerging workforce risks, challenge assumptions, prioritize actions, and measure the effectiveness of people and organizational strategies.

  • Influence senior executives and matrixed stakeholders through clear recommendations, constructive challenge, sound judgment, transparency, and disciplined follow-through.

  • Maintain accountability for workforce readiness, organizational capability, leadership depth, talent sustainability, and measurable business outcomes.

  Requirements

  • Demonstrated experience as a senior HR Business Partner or HR leader supporting executive teams and complex, matrixed business portfolios.

  • Proven experience leading workforce strategy, talent strategy, organizational effectiveness, leadership effectiveness, culture, and business-aligned change.

  • Experience supporting business growth, competitive bids or proposals, implementations, market expansion, workforce scaling, or similarly high-stakes business initiatives.

  • Experience in Medicaid, healthcare, government programs, regulated industries, or other complex service environments.

  • Strong business and financial acumen, with the ability to connect workforce and organizational decisions to measurable business outcomes.

  • Demonstrated ability to assess complex situations, develop practical recommendations, make sound decisions, and drive execution through others.

  • Experience influencing senior leaders, challenging constructively, and maintaining accountability across matrixed stakeholders.

  • Ability to use quantitative and qualitative data to identify patterns, test assumptions, prioritize risks, and evaluate outcomes.

  • Experience integrating HR Centers of Excellence and shared HR capabilities around a coherent business agenda.

  • Strong organizational diagnosis, strategic thinking, and problem-solving skills, with the ability to operate effectively through ambiguity and competing priorities.

  • Excellent communication skills and the ability to create alignment while maintaining accountability and clarity.

  • Executive coaching capability, combining business insight, constructive challenge, empathy, discretion, and sound judgment.

  • An enterprise mindset with the ability to operate at both strategic and execution levels.

  • A track record of measuring success through business, workforce, leadership, and organizational outcomes rather than activity alone.

  Benefits

  • Base salary range of $168,000–$231,000 per year, with actual compensation varying based on factors such as location, experience, education, certifications, and job-related qualifications.

  • Eligibility for a bonus incentive plan based on individual and/or organizational performance.

  • Remote, nationwide work arrangement.

  • Medical, dental, and vision coverage.

  • 401(k) retirement savings plan.

  • Paid time off, company and personal holidays.

  • Paid parental and caregiver leave.

  • Short-term and long-term disability coverage.

  • Life insurance.

  • Dedicated home-office work environment designed to protect confidential and regulated information.

  • Occasional travel to company offices for training or meetings may be required.

  • Full-time schedule of 40 hours per week.