The Senior HR Business Partner at Judi Health serves as a trusted advisor to senior leaders and provides strategic, hands-on support across evolving business priorities and employee populations. This role integrates with the Judi Health HR team including, Talent Acquisition, and Talent Development, Total Rewards and HR Operations to deliver practical, scalable solutions that strengthen leadership effectiveness, organizational performance, talent outcomes, and the employee experience. Success requires strong business acumen, employee relations expertise, sound judgment, data-informed decision-making, and the ability to move seamlessly between strategic consultation and disciplined execution. Working with substantial independence and minimal direction, the Senior HR Business Partner applies sound judgment to develop solutions and deliver results. The role requires broad HR expertise and effective partnership with Finance, Legal, and other key stakeholders, as well as the ability to think conceptually, take calculated risks, and influence senior leaders.

Position Responsibilities:

Strategic Business Partnership and Leadership

• Advise leaders on people strategies across the Judi Health employee lifecycle to support growth, organizational change, business agility, and effective execution.

• Translate business priorities and workforce data into practical recommendations, coordinated action plans, and measurable outcomes.

• Build trusted relationships across leadership, management, employees, while maintaining an enterprise-wide perspective.

• Coach leaders to strengthen accountability, decision-making, team effectiveness, and their own leadership impact.

Organizational Effectiveness and Change

• Assess organizational health, leadership capability, team effectiveness, and operating rhythms to identify opportunities and risks.

• Advise on organizational design, workforce strategy, role clarity, talent deployment, and operating models that enable sustainable growth.

• Lead change-management efforts that build alignment, readiness, and adoption across affected teams.

• Use data, diagnostics, employee feedback, and cross-business insights to shape strategy, measure impact, and continuously improve how work gets done.

• Lead cross-functional projects from definition through implementation, delivering clear, practical, and sustainable outcomes.

• Shape the direction, priorities, and resource allocation for people programs, projects, and organizational initiatives.

Performance and Talent Management

• Guide leaders through goal setting, feedback, development planning, performance management, and corrective action.

• Lead and support talent reviews, succession planning, career development, internal mobility, and workforce planning.

• Partner with Talent Management, Recruiting, and Learning and Development to identify critical roles, capability gaps, and development priorities.

• Use workforce insights to identify talent risks, strengthen retention, and inform equitable, well-documented talent decisions.

• Apply broad HR expertise and business knowledge across multiple disciplines to develop creative, effective solutions to complex talent and organizational challenges.

• Partner with senior leaders on consequential talent and workforce decisions, balancing business objectives, employee considerations, organizational risk, and long-term capability needs.

Employee Relations and Manager Support

• Advise leaders and managers on workplace concerns, performance, conduct, attendance, accommodations, and policy interpretation.

• Conduct fair, thorough, and objective workplace investigations and document findings, conclusions, and recommended actions.

• Coach senior leaders through complex and sensitive employee matters, including clear communication, appropriate documentation, and consistent policy application.

• Partner with Legal, Compliance, and other stakeholders on matters involving elevated risk, regulatory requirements, or significant employee impact.

• Identify employee-relations trends and recommend proactive education, process improvements, and manager resources.

• Independently assess complex, sensitive, or high-risk employee matters, determine an appropriate course of action, and engage Legal, Compliance, or other stakeholders when warranted.

• Navigate matters where precedent or established processes may not fully address the circumstances, using sound judgment to evaluate alternatives, implications, and risk.

• Take thoughtful, calculated risks when appropriate to advance business objectives while maintaining fair, consistent, and defensible people practices.

• Maintain accountability for recommendations and outcomes that may have significant impact across a business area, employee population, or HR function.

People Programs, Insights, and Operational Excellence

• Support the design, communication, and implementation of enterprise programs and annual talent processes.

• Develop policies, processes, templates, and manager tools that improve clarity, consistency, efficiency, and scalability.

• Leverage AI, HR technology, and productivity tools to strengthen decision-making, streamline work, and create repeatable solutions.

• Maintain accurate, timely, and confidential records in accordance with company practices and applicable requirements.

• Stay current on employment laws, HR practices, and workforce trends; ensure compliance with company policies and the Judi Health Code of Conduct.

• Serve as an informal mentor to members of the HRBP team members by sharing expertise, providing guidance, and reinforcing consistent team practices.

• Model Judi Health values and contribute to strategic initiatives that advance HR partnership at scale, speed, and consistency.

• Contribute to the development and evolution of HR objectives, principles, programs, and practices by bringing broad functional expertise, business insight, and innovative thinking.

• Identify opportunities where new approaches, tools, or operating practices can improve organizational effectiveness, scalability, or the employee experience.

• Lead or contribute to enterprise-level initiatives where results may influence HR practices, programs, or broader organizational outcomes.

Qualifications / Profile:

Required / Minimum Qualifications:

• Master’s degree in business, Human Resources, or related field AND 12+ years of experience in human resources OR bachelor’s degree in business, Human Resources, or related field (Industrial/Org Psychology) AND 10+ years of experience in human resources or related processes (e.g., compensation, finance, performance management)

• Proven ability to influence senior executives and lead through ambiguity in fast-paced, evolving environments.

• Experience coaching leaders and teams on talent, performance, team effectiveness, and organizational health.

• Experience conducting workplace investigations and preparing clear, factual, well-organized documentation.

• Strong knowledge of federal, state, and local employment laws, with sound judgment about when to escalate risk.

• Ability to shift effectively between strategic advising and hands-on execution in a fast-paced, evolving environment.

• Excellent written and verbal communication skills, with the ability to translate complex issues into clear guidance and decisions.

• Ability to manage multiple complex priorities, meet deadlines, and work independently with exceptional accuracy and attention to detail.

• Proven ability to work independently, exercise sound judgment, and determine the best course of action in complex or ambiguous situations.

• Broad, cross-functional HR expertise with the depth to advise on complex organizational, talent, employee relations, and workforce matters.

• Experience leading complex, cross-functional initiatives involving significant organizational impact, competing priorities, or elevated risk.

• Strong executive presence and influence, with the ability to explain complex ideas, anticipate objections, and shape senior-level decisions.

• Ability to assess incomplete or intangible information, identify implications and tradeoffs, and turn analysis into actionable recommendations.

Preferred Qualifications:

• Knowledge of PBM, Pharmacy and Healthcare acumen

• Experience working with remote client groups and leaders.

• Experience partnering with AI-focused organizations.

• Experience with HRIS systems is required; UKG and Workday experience is preferred.

• Ability to maintain strict confidentiality, exercise discretion, and handle sensitive or privileged information professionally.

• Deep personal ethics, integrity, adaptability, and commitment to fair and consistent people practices.

This position description is designed to be flexible, allowing management the opportunity to assign or reassign duties and responsibilities as needed to best meet organizational goals.