Inovalon, Inc.
Overview
The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters, including investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. This experienced HR professional partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging deep expertise in ER to address complex workplace challenges. The Principal HRBP also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations to assist the HRBP team in optimizing associate performance. In addition, this role is responsible for ensuring communication to associates aligns with the organization's self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. Highly organized and adept at thriving in a fast-paced, multi-matrix environment, the Principal HRBP manages the full spectrum of HR and ER tasks 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. Activities include interviewing witnesses, gathering and reviewing relevant documents, analyzing information, assessing witness credibility, preparing an investigation report, making recommendations to management for remedial action, updating the case tracking system, and assisting with reporting and analytics.
Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy.
Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans.
Collects data on workplace issues and incidents and prepares analysis to assist the HR Leadership team’s understanding of trends and systemic issues.
Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed.
Leads the process to collect information from exiting employees to identify trends and opportunities for improvement.
Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices.
Provides support and advice to department leaders on methods to resolve employee performance issues, supports employee development efforts, and engages legal advisors as needed.
Administers corporate HR policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies.
Participates in the development and updating of HR programs and procedures to communicate and effectively implement to the organization.
Supports the Progressive Discipline process, such as assisting in the preparation and review of corrective actions, PIPs, and terminations to optimize performance.
Supports the Reduction in Force (RIF) process by assisting with preparation activities and coordinating consistent, clear associate messaging in alignment with organizational guidelines.
Analyzes trends and metrics to develop solutions, programs, and policies; evaluates workforce data to identify patterns and design workplace models that support organizational goals.
Partners with HR Compliance to review and update policies based on analysis and workplace trends, ensuring policies reflect changes, comply with legal requirements, and support organizational culture.
Supports the rollout of updated policies to associates with clear, consistent messaging and resources to support understanding and adoption.
Maintains compliance with company policies, procedures, and mission statements.
Adheres to confidentiality and HIPAA requirements as outlined in operating policies and procedures in all aspects of the role.
Performs additional responsibilities as needed to achieve operational and financial success of the company.
Job Requirements
Minimum of ten (10) years' progressively responsible and complex HR experience.
Expert-level understanding of common HR concepts, systems, procedures, and regulations (e.g., ADA, FMLA, EEOC, FLSA).
Minimum five (5) years of relevant employee relations experience.
Solid knowledge of federal, state, and local employment laws.
Advanced workplace investigations skills and experience conducting investigations with staff at all levels.
Experience advising, counseling, and making recommendations to management on a broad range of HR matters.
Ability to gather, analyze, and synthesize information from multiple sources and summarize findings clearly in writing.
Excellent interpersonal, oral, and written communication skills.
Highly organized, detail-oriented, and results-driven with strong follow-up abilities.
Proficient in Microsoft Office (Excel, Word, PowerPoint).
Ability to analyze workforce data and communicate insights effectively; comfortable in a fast-paced, changing environment with multiple priorities.
Maintains high levels of 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 aligned to Employee Relations, Employment Law, and Investigations required.
Physical Demands and Work Environment
Sedentary work (sitting for extended periods).
Frequent or constant repetitive motions.
Inside environmental conditions.
Travel up to 15%, usually for training or in-person meetings at corporate offices.
Compensation and Benefits Inovalon Offers a Competitive Salary and Benefits Package.
Base Compensation Range: $126,000 — $130,000 USD.
In addition to the base compensation, this position may be eligible for performance-based incentives. The actual base pay offered may vary based on factors including job knowledge, experience, business needs, location, and internal equity. At Inovalon, pay is not typically at the top end of the range; compensation decisions are based on the facts and circumstances of each candidate.
Inovalon invests in associates to help them stay healthy, save for long-term goals, and manage work-life commitments. Benefits may include health insurance, life insurance, company-paid disability, 401k, and 18+ days of paid time off, among others.
Equal Opportunity and Legal Notices Inovalon is an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.
To review legal requirements, including all labor law posters, please visit the provided link. To review the California Consumer Privacy Statement: Disclosures for California Residents, please visit the provided link.
#J-18808-Ljbffr
The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters, including investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. This experienced HR professional partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging deep expertise in ER to address complex workplace challenges. The Principal HRBP also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations to assist the HRBP team in optimizing associate performance. In addition, this role is responsible for ensuring communication to associates aligns with the organization's self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. Highly organized and adept at thriving in a fast-paced, multi-matrix environment, the Principal HRBP manages the full spectrum of HR and ER tasks 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. Activities include interviewing witnesses, gathering and reviewing relevant documents, analyzing information, assessing witness credibility, preparing an investigation report, making recommendations to management for remedial action, updating the case tracking system, and assisting with reporting and analytics.
Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy.
Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans.
Collects data on workplace issues and incidents and prepares analysis to assist the HR Leadership team’s understanding of trends and systemic issues.
Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed.
Leads the process to collect information from exiting employees to identify trends and opportunities for improvement.
Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices.
Provides support and advice to department leaders on methods to resolve employee performance issues, supports employee development efforts, and engages legal advisors as needed.
Administers corporate HR policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies.
Participates in the development and updating of HR programs and procedures to communicate and effectively implement to the organization.
Supports the Progressive Discipline process, such as assisting in the preparation and review of corrective actions, PIPs, and terminations to optimize performance.
Supports the Reduction in Force (RIF) process by assisting with preparation activities and coordinating consistent, clear associate messaging in alignment with organizational guidelines.
Analyzes trends and metrics to develop solutions, programs, and policies; evaluates workforce data to identify patterns and design workplace models that support organizational goals.
Partners with HR Compliance to review and update policies based on analysis and workplace trends, ensuring policies reflect changes, comply with legal requirements, and support organizational culture.
Supports the rollout of updated policies to associates with clear, consistent messaging and resources to support understanding and adoption.
Maintains compliance with company policies, procedures, and mission statements.
Adheres to confidentiality and HIPAA requirements as outlined in operating policies and procedures in all aspects of the role.
Performs additional responsibilities as needed to achieve operational and financial success of the company.
Job Requirements
Minimum of ten (10) years' progressively responsible and complex HR experience.
Expert-level understanding of common HR concepts, systems, procedures, and regulations (e.g., ADA, FMLA, EEOC, FLSA).
Minimum five (5) years of relevant employee relations experience.
Solid knowledge of federal, state, and local employment laws.
Advanced workplace investigations skills and experience conducting investigations with staff at all levels.
Experience advising, counseling, and making recommendations to management on a broad range of HR matters.
Ability to gather, analyze, and synthesize information from multiple sources and summarize findings clearly in writing.
Excellent interpersonal, oral, and written communication skills.
Highly organized, detail-oriented, and results-driven with strong follow-up abilities.
Proficient in Microsoft Office (Excel, Word, PowerPoint).
Ability to analyze workforce data and communicate insights effectively; comfortable in a fast-paced, changing environment with multiple priorities.
Maintains high levels of 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 aligned to Employee Relations, Employment Law, and Investigations required.
Physical Demands and Work Environment
Sedentary work (sitting for extended periods).
Frequent or constant repetitive motions.
Inside environmental conditions.
Travel up to 15%, usually for training or in-person meetings at corporate offices.
Compensation and Benefits Inovalon Offers a Competitive Salary and Benefits Package.
Base Compensation Range: $126,000 — $130,000 USD.
In addition to the base compensation, this position may be eligible for performance-based incentives. The actual base pay offered may vary based on factors including job knowledge, experience, business needs, location, and internal equity. At Inovalon, pay is not typically at the top end of the range; compensation decisions are based on the facts and circumstances of each candidate.
Inovalon invests in associates to help them stay healthy, save for long-term goals, and manage work-life commitments. Benefits may include health insurance, life insurance, company-paid disability, 401k, and 18+ days of paid time off, among others.
Equal Opportunity and Legal Notices Inovalon is an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.
To review legal requirements, including all labor law posters, please visit the provided link. To review the California Consumer Privacy Statement: Disclosures for California Residents, please visit the provided link.
#J-18808-Ljbffr