Inovalon, Inc.
Principal HR Business Partner, Employee Relations
Inovalon, Inc., Bowie, Maryland, United States, 20721
Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building.
Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare's greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.
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, including interviewing witnesses, gathering and reviewing relevant documents, synthesizing information, preparing concise investigation reports and recommending remedial action.
Partners with HR, 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 and performance improvement plans.
Collects data on workplace issues and incidents, prepares analysis to assist leadership in understanding trends and systemic issues.
Partners with HRBPs and business leaders to design and develop training content, plan, and deliver training sessions as needed.
Leads the process to collect information from exiting employees to identify trends and opportunities for improvement.
Leverages workforce data and analytics to provide business unit leaders with insights on workforce trends and best practices.
Provides support and advice to department leaders on methods to resolve employee performance issues and engages legal advisors as needed.
Administers corporate HR policies, programs and procedures and provides HR guidance and occasional training across the organization.
Participates in the development and updating of HR programs and procedures.
Supports the progressive discipline process—preparing and reviewing corrective actions, performance improvement plans and terminations.
Supports the Reduction in Force (RIF) process, ensuring clear associate messaging aligned with organization guidelines.
Analyzes trends and metrics to develop solutions, programs and policies; recommends or designs workplace models to drive behavioral change and strengthen enterprise‑wide effectiveness.
Partners with HR Compliance to review and update policies based on analysis and trends, ensuring all policies reflect necessary change and maintain compliance.
Supports communication and rollout of updated policies to associates, ensuring clear, consistent messaging.
Maintains compliance with Inovalon's policies, procedures and mission statement.
Adheres to confidentiality and HIPAA requirements in all aspects of data handling and service delivery.
Fulfill responsibilities and duties that Inovalon may provide to achieve operational and financial success.
Job Requirements
Minimum of ten (10) years’ progressively responsible and complex HR experience.
Expert level understanding of common HR concepts, systems, procedures and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.).
Minimum five (5) years of relevant employee relations experience.
Well‑versed working knowledge of federal, state, and local employment laws.
Advanced workplace investigations skills.
Experience conducting investigations across all organizational levels.
Experience advising, counseling, and making recommendations 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 follow‑up and follow‑through abilities.
Exceptional verbal and written communication skills; comfortable handling difficult conversations at all levels.
Proficiency in Microsoft Office, especially Excel, Word and PowerPoint.
Confidence and competence in sourcing, analyzing and interpreting workforce and HR data.
Ability to handle multiple priorities in a fast‑paced environment without continuous direction.
Ability to maintain confidentiality and discretion at the highest level.
Education
Bachelor’s degree in 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 (sitting for extended periods).
Frequently or constantly move objects and repetitive motions.
Subject to indoor environmental conditions.
Travel up to 15% for training or in‑person meetings in corporate offices.
Inovalon Offers a Competitive Salary and Benefits Package Base Compensation Range: $126,000 — $130,000 USD
The actual base pay offered may vary depending on multiple factors including, but not limited to, job‑related knowledge/skills, experience, business needs, geographical location and internal equity. Inovalon offers a valuable benefits package with a wide range of choices to meet associate needs, which may include health insurance, life insurance, company‑paid disability, 401(k), 18+ days of paid time off and more.
If you don’t meet every qualification listed but is excited about our mission and the work described, we encourage you to apply. Inovalon is most interested in finding the best candidate for the job, and you may be just the right person for this or other roles.
We embrace inclusion and strive to create a culture of equity and belonging. Inovalon is proud to be an equal–opportunity workplace and is 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.
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Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare's greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.
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, including interviewing witnesses, gathering and reviewing relevant documents, synthesizing information, preparing concise investigation reports and recommending remedial action.
Partners with HR, 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 and performance improvement plans.
Collects data on workplace issues and incidents, prepares analysis to assist leadership in understanding trends and systemic issues.
Partners with HRBPs and business leaders to design and develop training content, plan, and deliver training sessions as needed.
Leads the process to collect information from exiting employees to identify trends and opportunities for improvement.
Leverages workforce data and analytics to provide business unit leaders with insights on workforce trends and best practices.
Provides support and advice to department leaders on methods to resolve employee performance issues and engages legal advisors as needed.
Administers corporate HR policies, programs and procedures and provides HR guidance and occasional training across the organization.
Participates in the development and updating of HR programs and procedures.
Supports the progressive discipline process—preparing and reviewing corrective actions, performance improvement plans and terminations.
Supports the Reduction in Force (RIF) process, ensuring clear associate messaging aligned with organization guidelines.
Analyzes trends and metrics to develop solutions, programs and policies; recommends or designs workplace models to drive behavioral change and strengthen enterprise‑wide effectiveness.
Partners with HR Compliance to review and update policies based on analysis and trends, ensuring all policies reflect necessary change and maintain compliance.
Supports communication and rollout of updated policies to associates, ensuring clear, consistent messaging.
Maintains compliance with Inovalon's policies, procedures and mission statement.
Adheres to confidentiality and HIPAA requirements in all aspects of data handling and service delivery.
Fulfill responsibilities and duties that Inovalon may provide to achieve operational and financial success.
Job Requirements
Minimum of ten (10) years’ progressively responsible and complex HR experience.
Expert level understanding of common HR concepts, systems, procedures and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.).
Minimum five (5) years of relevant employee relations experience.
Well‑versed working knowledge of federal, state, and local employment laws.
Advanced workplace investigations skills.
Experience conducting investigations across all organizational levels.
Experience advising, counseling, and making recommendations 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 follow‑up and follow‑through abilities.
Exceptional verbal and written communication skills; comfortable handling difficult conversations at all levels.
Proficiency in Microsoft Office, especially Excel, Word and PowerPoint.
Confidence and competence in sourcing, analyzing and interpreting workforce and HR data.
Ability to handle multiple priorities in a fast‑paced environment without continuous direction.
Ability to maintain confidentiality and discretion at the highest level.
Education
Bachelor’s degree in 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 (sitting for extended periods).
Frequently or constantly move objects and repetitive motions.
Subject to indoor environmental conditions.
Travel up to 15% for training or in‑person meetings in corporate offices.
Inovalon Offers a Competitive Salary and Benefits Package Base Compensation Range: $126,000 — $130,000 USD
The actual base pay offered may vary depending on multiple factors including, but not limited to, job‑related knowledge/skills, experience, business needs, geographical location and internal equity. Inovalon offers a valuable benefits package with a wide range of choices to meet associate needs, which may include health insurance, life insurance, company‑paid disability, 401(k), 18+ days of paid time off and more.
If you don’t meet every qualification listed but is excited about our mission and the work described, we encourage you to apply. Inovalon is most interested in finding the best candidate for the job, and you may be just the right person for this or other roles.
We embrace inclusion and strive to create a culture of equity and belonging. Inovalon is proud to be an equal–opportunity workplace and is 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.
#J-18808-Ljbffr