Human Resources Business Partner

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Company Information:

Innov Age is a market leader in managing the care of high-cost, frail, predominantly dual-eligible seniors through the Program of All-inclusive Care for the Elderly (PACE). With a mission of enabling older adults to age independently in their own homes for as long as safely possible, Innov Age’s patient-centered care model is designed to improve the quality of care our participants receive while reducing over-utilization of high-cost care settings.

Innov Age believes its PACE healthcare model is one in which all constituencies — participants, their families, providers and government payors — “win.” As of March 31, 2025, Innov Age served approximately 7,530 participants across 20 centers in six states.

About the job

The Senior Strategic Human Resources Business Partner (HRBP) will serve as a key advisor and consultant to business leaders, aligning people strategies with organizational goals. This role is responsible for driving talent initiatives, workforce planning, and organizational effectiveness across the business. This incumbent will collaborate closely with leadership to influence and implement HR strategies that support growth, innovation, and a high-performance culture.

This position is not focused on employee relations, but rather on proactive, data-driven, and strategic HR partnership.

This position will cover Colorado Corporate & Pharmacy and Florida Centers, requiring the candidate to reside in Colorado or Florida.

Essential Functions And Work Responsibilities

Functional Category:
Strategic Workforce Planning & Organizational Design

• Partner with business leaders to understand strategic objectives and develop workforce plans that align with long-term goals.
• Lead organizational design initiatives to ensure optimal team structures, role clarity, and scalability.
• Analyze workforce data and trends to inform talent strategies and identify capability gaps, partnering with the Centers of HR Excellence, such as Talent Acquisition, Learning Development, and Compensation.
• Collaborate with Finance and Operations to align headcount planning with budget and business forecasts.
• Support change management efforts related to organizational transformation and growth.
• Facilitate strategic talent reviews and succession planning processes.

Functional Category:
Talent Strategy & Leadership Development

• Champion a coaching-first culture by guiding leaders through Employee Relations matters, ensuring escalation is reserved for complex or unresolved issues.
• Act as a coach and advisor to leaders on leadership effectiveness, team dynamics, and talent development.
• Provide strategic guidance on talent management, including succession planning, high-potential development, and leadership coaching.
• Collaborate with HR Centers of Excellence to design and execute talent plans and organizational development strategies.
• Partner with leadership to develop hiring and development plans that support business objectives.
• Promote HR best practices across the function and ensure alignment of HR initiatives with enterprise-wide goals.
• Drive communication, education, and change management efforts related to HR capabilities and programs.
• Use data to drive informed decision-making and identify root causes of organizational challenges.

Functional Category: HR Analytics, Culture & Business Alignment

• Build a strong pool of leaders and managers with the skills and behaviors critical to sustainable growth.
• Partner with business leaders to evolve and embed a culture that engages and inspires employees.
• Lead or advise on large-scale change initiatives including business transformations, restructuring, and organizational development.
• Challenge and influence leadership to elevate HR practices and drive cultural alignment.
• Support DEI…