HR Business Partner

Workforce Classification: Hybrid Join Our Team: Do Meaningful Work and Improve People’s Lives  Our purpose, to improve customers’ lives by making healthcare work better, is far from ordinary. And so are our employees. Working at Premera means you have the opportunity to drive real change by transforming healthcare. Premera is committed to being a workplace where people feel empowered to grow, innovate, and lead with purpose. By investing in our employees and fostering a culture of collaboration and continuous development, we’re able to better serve our customers. It’s this commitment that has earned us recognition as one of the best companies to work for.  Learn more about our recent awards and recognitions as a greatest workplace. Learn how Premera supports our members, customers and the communities that we serve through our Healthsource blog:  https://healthsource.premera.com/ .  Do you believe HR can make a company better by creating an environment where employees can grow, do their best work, and contribute to business success?   As an HR Business Partner supporting the Enterprise Execution Division and a focus on Operations. You will build trusted, consultative relationships and provide practical advice and solutions across performance management, organizational design, employee engagement, talent planning, change management, and HR policies and practices. You will bring sound judgment, data-informed problem-solving, and clear communication to help employees and leaders succeed in a fast-paced, evolving business.  You will join a collaborative Human Capital team that values curiosity, relationships, sound judgment, and continuous improvement. If you thrive in a fast-paced environment, enjoy coaching developing leaders, and are interested in using data, technology, and AI to strengthen HR solutions, this is an opportunity to make a meaningful impact across a high-volume area of the business.  Why Join Us?  • Partner Closely with Operational Leaders: Build trusted relationships with team leads and directors, learn their business, and help translate people's needs into practical solutions.  • Coach and Develop Leaders: Support leaders who are building their leadership toolkit by helping them navigate performance, conduct, employee concerns, change, and difficult conversations.  • Broaden Your HR Expertise: Work alongside senior HR Business Partners, Employee Relations, and other Human Capital partners to expand your experience across a range of complex people matters.  • Improve How Work Gets Done: Use data, critical thinking, process improvement, technology, and AI-enabled tools to identify trends, create structure, and increase leader and team capacity.  • Contribute in a High-Impact Environment: Support a large, fast-moving operational organization where responsiveness, organization, relationship building, and thoughtful judgment are essential.  What You Will Do:  Strategic HR Partnership & Leader Coaching  ·       Build consultative relationships with assigned operational divisions and develop a clear understanding of their business, workforce, and people priorities.  ·       Advise and coach leaders on performance management, organizational design, employee engagement, talent planning, change management, and interpretation of HR policies and practices.  ·       Partner with leaders, senior HR business partners, and Human Capital partners to assess needs, identify root causes, and develop practical people strategies that support business priorities and people plans.  Employee Relations & Risk Management  ·       Support leaders and employees with workplace concerns, HR program questions, policy interpretation, performance matters, conduct concerns, time and attendance issues, and other employee-relations needs.  ·       Coach leaders through difficult conversations and partner with Employee Relations and other subject matter experts when additional guidance is needed.  ·       Maintain knowledge of employment laws and legal requirements, identify potential risks, engage the appropriate HR partners, and promote consistent application of company and Human Capital policies and practices.  Organizational Effectiveness & Continuous Improvement  ·       Use data, trends, and business context to inform recommendations and influence people-related decisions.  ·       Help leaders organize and prioritize work, manage competing demands, and establish processes or controls that improve team effectiveness and capacity.  ·       Provide input on HR programs, initiatives, and policies, and identify opportunities to improve HR and leader practices through technology, automation, and AI-enabled solutions.  Relationship Building & Collaboration  ·       Build credibility and trust by listening, seeking context, demonstrating curiosity, and adapting support to the needs of the business.  ·       Partner across Human Capital and the broader organization to connect leaders with the right resources, expertise, and solutions.  ·       Communicate clearly and effectively with employees and leaders at multiple levels of the organization.  What You Will Bring:  A bachelor’s degree in Business, Human Resources, Organizational Development, or a related field, or an equivalent combination of education and experience.  Five years of progressively responsible experience providing support with HR practices, policies, and employment regulations.  Experience building consultative relationships with leaders, supported by strong interpersonal and written communication skills, active listening, clear thinking, and sound judgment.  Analytical and problem-solving skills, with the ability to interpret data, identify trends, and develop practical recommendations.  Experience using AI or automation tools or demonstrated curiosity and willingness to learn and experiment with emerging technology.  Preferred Experience:  Previous experience as an HR Generalist or