HR Business Partner - Hybrid

Blue Cross Blue Shield of AZ; Phoenix (AZ); Hybrid; USD 85,000 - 120,000; Full time

Job summary

Blue Cross Blue Shield of Arizona is seeking an HR Business Partner to serve as a consultant to executives, guiding HR programs and policies to align with business goals. You will lead staffing, performance management, employee relations, compensation, and organizational effectiveness initiatives.

The role requires residency in Arizona, with a hybrid work model offering onsite and remote options. Strong partnership with leaders and a focus on talent development are essential for success.

Qualifications

• 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.
• High School diploma or GED in a general field of study.
• 8 years of experience in business or human resources (preferred).
• PHR / SPHR or SHRM-CP / SHRM-SCP certifications are preferred.

Responsibilities

• Develop strong business relationships with leaders, helping to drive business results.
• Coach leaders on empowering leadership teams and individual contributors to take on more responsibility.
• Identify and develop strategies for high performers to retain and attract talent.
• Provide coaching to frontline and mid-level leaders.
• Partner with HR to promote a culture reflecting organizational values.
• Manage and resolve employee relations issues with investigations and regulatory compliance.
• Collaborate with business segments on workforce planning, succession, and restructuring.
• Oversee performance management and annual evaluations.
• Provide HR policy guidance regarding survey data, workability, ADA, FMLA, staffing and compensation processes.

Skills

Communication

Coaching

Employee relations

Strategic partnership

Education

High School diploma or GED

Bachelor's degree in HR or related field

Job description

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