Inovalon
Overview
The Principal HR Business Partner (HRBP), Employee Relations is a strategic partner who supports a wide range of employee relations (ER) matters across the organization. Responsibilities include investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. The role partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging ER expertise to address complex workplace challenges. The role also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations, to optimize associate performance. This role ensures communication to associates aligns with the organization’s self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. The Principal HRBP operates in a fast-paced, multi-matrix environment with minimal direction.
Duties and Responsibilities
Functions as the HRBP lead and subject matter expert for employee relations matters. Investigates employee allegations of violations of Company policy or applicable law by interviewing witnesses, gathering and reviewing relevant documents, analyzing information, assessing credibility, preparing investigation reports, and recommending remedial action. Maintains case tracking and provides reporting/analytics support. Partners with Human Resources and Legal, managers, and leaders to address and resolve employee behavioral and performance issues in line with Company policy. Collaborates with other HRBPs, managers, and leaders to create, deliver, and resolve coaching, performance improvement plans, and related actions. Collects data on workplace issues and incidents; analyzes trends to inform HR leadership. Designs and develops training content/materials; plans and conducts trainings as needed. Leads the process to collect information from exiting employees to identify trends and improvement opportunities. Utilizes workforce data and analytics to provide insights to business unit leadership on trends and best practices. Advises department leaders on methods to resolve performance issues and supports employee development, engaging legal advisors as needed. Administers corporate HR policies, programs, and procedures; provides HR guidance and training to support policy implementation. Participates in development and updating of HR programs and procedures to communicate and implement organization-wide. Supports the Progressive Discipline process and assists with corrective actions, PIPs, and terminations to optimize performance. Supports Reduction in Force (RIF) activities by preparing materials and coordinating consistent messaging in line with guidelines. Analyzes trends and workforce data with HRBP teams to design solutions, programs, and policies that support organizational goals and drive behavioral change. Partners with HR Compliance to update policies based on analysis and trends, ensuring legal and regulatory compliance. Supports communication and rollout of updated policies to associates; ensures messaging is clear and adoption is supported across the workforce. Maintains compliance with Inovalon policies, procedures, and mission; adheres to confidentiality and HIPAA requirements in all aspects of the role. Fulfills responsibilities to support operational and financial success of the Company. Job Requirements
Minimum of ten (10) years of progressively responsible and complex HR experience. Expert-level understanding of HR concepts, systems, procedures, and regulations (ADA, FMLA, EEOC, FLSA, etc.). Minimum five (5) years of relevant employee relations experience. Strong knowledge of federal, state, and local employment laws. Advanced workplace investigations skills with experience interviewing staff at all levels. Ability to advise, counsel, and recommend to management on a broad range of HR matters; strong written communication of findings. Highly organized, detail-oriented, and results-driven with strong follow-through. Exceptional verbal and written communication; ability to handle difficult conversations across levels. Proficiency in Microsoft Office (Excel, Word, PowerPoint). Ability to analyze data from multiple sources and interpret workforce data to inform decisions. Ability to thrive in a fast-paced environment with multiple priorities and maintain confidentiality and discretion. Education
Bachelor’s Degree in a relevant field required. Formal HR certifications strongly preferred (PHR/SPHR or SHRM-CP/SHRM-SCP). Formal training in Employee Relations, Employment Law, and Investigations required. Physical Demands and Work Environment
Sedentary work with extended sitting. Occasional movement of objects and repetitive motions; inside environmental conditions. Up to 15% travel, typically for training or in-person meetings. Compensation and Benefits
Base compensation range: $126,000—$130,000 USD. Inovalon offers a competitive salary and benefits package, with potential eligibility for performance-based incentives. Benefits may include health and life insurance, company-paid disability, 401k, and paid time off, among others. Actual pay varies based on factors including knowledge, experience, location, and internal equity. Equal Opportunity
Inovalon is an equal opportunity workplace. We provide equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. Qualified applicants are considered regardless of criminal histories, as allowed by law. We are committed to inclusion and a culture that empowers associates to bring their authentic selves to work.
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The Principal HR Business Partner (HRBP), Employee Relations is a strategic partner who supports a wide range of employee relations (ER) matters across the organization. Responsibilities include investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. The role partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging ER expertise to address complex workplace challenges. The role also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations, to optimize associate performance. This role ensures communication to associates aligns with the organization’s self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. The Principal HRBP operates in a fast-paced, multi-matrix environment with minimal direction.
Duties and Responsibilities
Functions as the HRBP lead and subject matter expert for employee relations matters. Investigates employee allegations of violations of Company policy or applicable law by interviewing witnesses, gathering and reviewing relevant documents, analyzing information, assessing credibility, preparing investigation reports, and recommending remedial action. Maintains case tracking and provides reporting/analytics support. Partners with Human Resources and Legal, managers, and leaders to address and resolve employee behavioral and performance issues in line with Company policy. Collaborates with other HRBPs, managers, and leaders to create, deliver, and resolve coaching, performance improvement plans, and related actions. Collects data on workplace issues and incidents; analyzes trends to inform HR leadership. Designs and develops training content/materials; plans and conducts trainings as needed. Leads the process to collect information from exiting employees to identify trends and improvement opportunities. Utilizes workforce data and analytics to provide insights to business unit leadership on trends and best practices. Advises department leaders on methods to resolve performance issues and supports employee development, engaging legal advisors as needed. Administers corporate HR policies, programs, and procedures; provides HR guidance and training to support policy implementation. Participates in development and updating of HR programs and procedures to communicate and implement organization-wide. Supports the Progressive Discipline process and assists with corrective actions, PIPs, and terminations to optimize performance. Supports Reduction in Force (RIF) activities by preparing materials and coordinating consistent messaging in line with guidelines. Analyzes trends and workforce data with HRBP teams to design solutions, programs, and policies that support organizational goals and drive behavioral change. Partners with HR Compliance to update policies based on analysis and trends, ensuring legal and regulatory compliance. Supports communication and rollout of updated policies to associates; ensures messaging is clear and adoption is supported across the workforce. Maintains compliance with Inovalon policies, procedures, and mission; adheres to confidentiality and HIPAA requirements in all aspects of the role. Fulfills responsibilities to support operational and financial success of the Company. Job Requirements
Minimum of ten (10) years of progressively responsible and complex HR experience. Expert-level understanding of HR concepts, systems, procedures, and regulations (ADA, FMLA, EEOC, FLSA, etc.). Minimum five (5) years of relevant employee relations experience. Strong knowledge of federal, state, and local employment laws. Advanced workplace investigations skills with experience interviewing staff at all levels. Ability to advise, counsel, and recommend to management on a broad range of HR matters; strong written communication of findings. Highly organized, detail-oriented, and results-driven with strong follow-through. Exceptional verbal and written communication; ability to handle difficult conversations across levels. Proficiency in Microsoft Office (Excel, Word, PowerPoint). Ability to analyze data from multiple sources and interpret workforce data to inform decisions. Ability to thrive in a fast-paced environment with multiple priorities and maintain confidentiality and discretion. Education
Bachelor’s Degree in a relevant field required. Formal HR certifications strongly preferred (PHR/SPHR or SHRM-CP/SHRM-SCP). Formal training in Employee Relations, Employment Law, and Investigations required. Physical Demands and Work Environment
Sedentary work with extended sitting. Occasional movement of objects and repetitive motions; inside environmental conditions. Up to 15% travel, typically for training or in-person meetings. Compensation and Benefits
Base compensation range: $126,000—$130,000 USD. Inovalon offers a competitive salary and benefits package, with potential eligibility for performance-based incentives. Benefits may include health and life insurance, company-paid disability, 401k, and paid time off, among others. Actual pay varies based on factors including knowledge, experience, location, and internal equity. Equal Opportunity
Inovalon is an equal opportunity workplace. We provide equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. Qualified applicants are considered regardless of criminal histories, as allowed by law. We are committed to inclusion and a culture that empowers associates to bring their authentic selves to work.
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