Sr. Human Resources Business Partner

alignmenthealthcare; United States; On-site; USD 120,000 - 180,000; Full time

Job summary

Alignment Health seeks a Senior HR Business Partner to serve as a trusted strategic advisor and general manager of people strategy for assigned business units. You will translate business goals into workforce capability, org design, and talent investment, guiding leaders through growth and change in a regulated, member-focused marketplace.

In partnership with HR Centers of Excellence and business leaders, you will drive an integrated operating plan tied to growth, quality, and member outcomes

Qualifications

• Experience guiding senior leaders on people strategy.
• Ability to translate business goals into workforce capability and design.
• Strong data-driven approach to talent decisions.

Responsibilities

• Own and drive the People & Organization Operating Plan for assigned units.
• Serve as a strategic advisor to senior leaders and participate in leadership meetings.
• Lead workforce planning and talent strategy with cross-functional partners.
• Drive organizational effectiveness and change leadership for growth initiatives.
• Enable growth, scaling, and transformation with proactive people programs.
• Build and coach leadership capability across the business with regular coaching.

Skills

Strategic HR partnership

Workforce planning

Talent management

Change leadership

Data analysis

Leadership coaching

Job description

Alignment Health is breaking the mold in conventional health care, committed to serving seniors and those who need it most: the chronically ill and frail. It takes an entire team of passionate and caring people, united in our mission to put the senior first. We have built a team of talented and experienced people who are passionate about transforming the lives of the seniors we serve. In this fast-growing company, you will find ample room for growth and innovation alongside the Alignment Health community. Working at Alignment Health provides an opportunity to do work that really matters, not only changing lives but saving them. Together.

The Senior HR Business Partner is a trusted strategic advisor and general manager of people strategy for assigned business units, partnering with senior operational and clinical leaders to translate business goals into workforce capability, organizational design, and talent investment. As the company rapidly grows and expands its geographical reach, this leader anticipates implications for structure, leadership capacity, talent, and ways of working while leading the change required to scale successfully. The Senior HR Business Partner acts as the "General Manager of the People function" for their client area and co-owns the functional business performance.

In partnership with HR Centers of Excellence, HR Operations, and business leaders, the role drives an integrated People & Organization Operating Plan tied to growth, quality, and member outcomes in a regulated, member-focused marketplace.

JOB DUTIES / RESPONSIBILITIES

1. Own and Drive the People & Organization Operating Plan
   Develop and lead the annual People and Organization Operating Plan for assigned business units, translating leadership strategy, member growth targets, and market expansion goals into a comprehensive workforce roadmap. Partner with COEs in Talent Acquisition, Talent Management, Total Rewards, and Learning & Development to build integrated plans that address hiring, reskilling, retention, and org design - ensuring execution is aligned to business timelines and financial targets.
2. Serve as a Strategic Business Advisor to Senior Leaders
   Contribute to business planning conversations as a business voice, not just an HR voice - proactively bringing workforce insights, talent risk analysis, and organizational recommendations before leaders need to ask. Build trusted advisor relationships where leaders seek HRBP counsel on business decisions - restructuring, market launches, AI implementation, and care model changes - and serve as a full member of leadership team meetings, challenging assumptions and influencing strategy with data.
3. Lead Workforce Planning and Talent Strategy
   Conduct proactive, data-driven workforce analysis to identify talent gaps, succession risks, and pipeline needs aligned to the organization's near- and long-term growth. Partner with talent acquisition on market-specific sourcing strategies, lead calibrated talent reviews that result in differentiated development investments and succession moves to shape competitive hiring and retention strategy.
4. Drive Organizational Effectiveness and Change Leadership
   Co-design organizational solutions with business leaders, offering data-backed options and trade-off analyses when evaluating structure, spans of control, and role accountabilities. Anticipate people implications of business change - including AI implementation, market launches, and care model redesign - before leaders identify them, and lead the people side of business transformation as a strategic initiative, not just a support function.
5. Enable Growth, Scaling, and Organizational Transformation
   Anticipate and address the people and organizational implications of company growth and scaling, including evolving structures, leadership capacity, workforce capabilities, and ways of working. Partner with leaders and COEs to upgrade talent through targeted hiring, development, reskilling, succession, and organizational changes, and lead the change management required to build alignment, prepare managers and employees, address resistance, and sustain adoption.
6. Build and Coach Leadership Capability Across the Business
   Proactively develop leaders through regular, structured coaching conversations focused on business challenges, leadership effectiveness, and the demands of leading in a larger, faster-changing organization - not only when performance issues arise. In partnership with the COE, design role-specific leadership development for market leaders, frontline managers, and high-potential talent; facilitate talent reviews that result in clear differentiated investment and action; help leaders raise the performance and capability of their teams as the business scales; and push back constructively when leadership behavior is inconsistent with stated talent priorities.
7. Use Data and Workforce Analytics to Inform Decisions
   Gather, interpret, and present workforce data - including tu