Sr. Human Resources Business Partner

Location: Anywhere in the U.S.

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

• 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.

• 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.

• 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.

• 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 support function.

• Enable Growth, Scaling, and Organizational Transformation

Anticipate and address the people and organizational implications of company growth and scaling, including evolving structures, leadership capacity, workforce capabilities, and ways of working. Partner with leaders and COEs to upgrade talent through targeted hiring, development, reskilling, succession, and organizational changes, and lead the change management required to build alignment, prepare managers and employees, address resistance, and sustain adoption.

• Build and Coach Leadership Capability Across the Business

Proactively develop leaders through regular, structured coaching conversations focused on business challenges, leadership effectiveness, and the demands of leading in a larger, faster-changing organization — not only when performance issues arise. In partnership with the COE, design role-specific leadership development for market leaders, frontline managers, and high-potential talent; facilitate talent reviews that result in clear differentiated investment and action; help leaders raise the performance and capability of their teams as the business scales; and push back constructively when leadership behavior is inconsistent with stated talent priorities.

• Use Data and Workforce Analytics to Inform Decisions

Gather, interpret, and present workforce data — including turnover, engagement, DEI representation, promotion rates, and workforce demographics — to identify trends, risks, and opportunities across the business. Move beyond descriptive reporting to connect people metrics to business outcomes: Star Ratings, member satisfaction, PMPM cost, and clinical workforce productivity.

• Resolve Complex Employee Relations and Compliance Matters

While not a primary function, role will occasionally require role to Investigate, mediate, and resolve complex employee relations cases — including grievances, performance concerns, and workplace complaints — in a manner that is fair, prompt, legally sound, and aligned to organizational values. Advise and coach managers on conflict resolution, documentation, and performance management, and partner with Legal and HR Operations to ensure consistent, compliant application of policies across the workforce.

SUPERVISORY RESPONSIBILITIES

This role is not a direct supervisor. However, there is an expectation they serve as a strong mentor to other HR team members, modeling strategic HR Business Partner knowledge and execution with a focus on building consulting skills, business acumen, data fluency and leader trust.

JOB REQUIREMENTS

Experience

Required

• 8–12 years of progressive HR experience, with a minimum of 5 years in a strategic HR Business Partner, HRBP Lead, or comparable role
• Demonstrated experience operating as a trusted advisor to senior business leaders — influencing strategy and driving decisions, not just executing requests
• Proven track record of leading organizational change, workforce planning, and talent strategy at a business-unit or enterprise level
• Experience in a large, complex organization with matrixed operating structures and multiple stakeholder groups

Preferred

• Specific experience in healthcare, health insurance, managed care, or a comparably regulated environment
• Experience supporting market expansion, new site launches, or significant workforce scaling initiatives
• Exposure to AI-powered workforce tools, talent intelligence platforms, or people analytics disciplines

Education

Required

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field

Equivalent combination of education and demonstrated professional experience will be considered

Preferred

Master's degree (MBA, MHRM, M.S. in Organizational Psychology, or related field)

Training

Required

Demonstrated proficiency with HRIS platforms (Workday strongly preferred) for data extraction, workflow management, and HR operations

Working knowledge of HR analytics tools and people data reporting practices; formal training or equivalent demonstrated experience accepted

Preferred

Training or certification in change management methodologies (Prosci, ACMP, ADKAR or equivalent)

Completion of workforce planning, people analytics, or organizational design coursework

SKILLS & COMPETENCIES

Technical / Role-Specific Skills

Strategic HR Planning- Ability to design and own a People & Organization Operating Plan that integrates talent acquisition, development, retention, and org design into a unified business strategy; fluency in translating business goals into workforce implications

Workforce Analytics & People Data — Proficiency interpreting workforce data (turnover, engagement, DEI metrics, talent readiness) and connecting people metrics to operational and financial business outcomes including Star Ratings, PMPM, and member quality indicators

Organizational Design & Change Management — Applied knowledge of org design principles — spans of control, role clarity, accountability mapping — and the ability to lead complex change initiatives as a strategic owner, not a support function

HRIS & HR Technology — Working proficiency in Workday or comparable HRIS for data access, case management, and reporting; familiarity with talent management platforms and applicant tracking systems

Employee Relations & Employment Law — Deep knowledge of employment law, internal policy interpretation, and best practices for case resolution in a regulated healthcare environment; ability to manage sensitive matters with discretion and compliance rigor

Medicare Advantage & Health Plan Business Knowledge — Understanding of the Medicare Advantage business model, CMS regulatory environment, Star Ratings, PMPM economics, care model operations, and the workforce dynamics unique to managed care

Talent Review & Succession Facilitation — Skill in designing and facilitating calibrated talent reviews that result in differentiated development investment, succession decisions, and identification of critical talent risks

Licensure

Required

None required

Preferred

SHRM-SCP (Senior Certified Professional) or SPHR (Senior Professional in Human Resources)

Certification in Change Management (Prosci ADKAR or ACMP) preferred but not required