Sr. Human Resources Business Partner

## Sr. Human Resources Business Partner Apply:
Fully Remote:
Anywhere in the U.S.:
Full time:
Posted Yesterday:
R2708

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…