Preferred Location: This position will work in a hybrid model (virtual and office). Candidates must reside within 50 miles of one of our Elevance Health PulsePoint locations.
Elevance Health supports a hybrid workplace model with PulsePoint sites used for collaboration, community, and connection, with the minimum in-office commitment being 1-2 days in the office per week.
The Talent Business Partner Director is responsible for end-to-end org and talent partner to aligned CHRO(s)/HRBPs, SLT member(s), and senior leaders.
How you will make an impact:
Consult on and drive consistent, high-impact execution of enterprise org, team, and talent programs and processes while supporting custom solutions, where needed, to address unique business needs.
Work with business and HR leaders to understand both enterprise and BU strategic priorities and build BU org and talent plans that support these priorities.
Drives consistent, high-impact execution of core enterprise talent practices (e.g., talent reviews, succession planning, critical role identification, performance management).
Designs and implements custom org and talent programs that align with BU priorities while ensuring these practices can be scaled to other parts of the organization, as needed.
Collaborates with business and HR partners to: design and implement future-proof org structures and operating models, identify capability and talent gaps and develop talent management strategies that address these gaps; and identify and implement other strategies and programs to strengthen org and team effectiveness.
Identifies, cultivates, coached, and track high potential leaders and key successors.
Support executive onboarding and integration.
Operates as an inclusion advocate; keep diversity, equity, and inclusion objectives at the forefront of org, team, and talent practices.
Serves as a trusted advisor and thought leader.
Provides consultation and coaching on org, team, and talent related issues.
Stays current on workplace and workforce trends and innovations leveraging data and research to identify trends and make recommendations for improvement in org and talent processes and practices with a focus on developing scalable solutions.
Works with Culture, Change, and Communications partners to implement simple and effective change management practices across the organization.
Provides feedback to Talent COEs to inform continuous process improvement efforts.
Minimum Requirements:
Requires a BA/BS degree and a minimum of 8 years of talent management experience or any combination of education and experience, that would provide an equivalent background.
Preferred Skills, Capabilities and Experiences:
Significant experience designing and implement organizational and talent strategies and practices.
Strongly preferred critical thinking and problem-solving skills, ability to navigate ambiguity and adapt to change, ability to challenge assumptions and biases of leaders, consultation and influencing skills, and able to leverage data to drive meaningful insights.
Master's degree in industrial/organizational psychology or related field strongly preferred.
For candidates working in person or remotely in the below location(s), the salary* range for this specific position is $142,400 to $256,320.
Locations: California; Colorado; District of Columbia (Washington, DC), New York.
In addition to your salary, Elevance Health offers benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). The salary offered for this specific position is based on a number of legitimate, non-discriminatory factors set by the Company. The Company is fully committed to ensuring equal pay opportunities for equal work regardless of gender, race, or any other category protected by federal, state, and local pay equity laws.
* The salary range is the range Elevance Health in good faith believes is the range of possible compensation for this role at the time of this posting. This range may be modified in the future and actual compensation may vary from posting based on geographic location, work experience, education and/or skill level. Even within the range, the actual compensation will vary depending on the above factors as well as market/business considerations. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.
