HR Business Partner (HRBP)
Centivo
Location
Remote
Employment Type
Full time
Location Type
Remote
Department
People
Compensation
- $75K – $100K • Offers Equity • Offers Bonus
Pay Transparency
The ranges we place in our job postings reflect what we anticipate to be the minimum to maximum of the base salary for this role. Additionally, our overall benefits package includes a few things you may consider towards a total compensation such as bonus, health benefits (some employer paid), PTO, and equity option grants.
We exist for workers and their employers -- who are the backbone of our economy. That is where Centivo comes in -- our mission is to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills.
As Centivo has grown, our People team has taken on additional responsibilities. We are currently launching multiple initiatives in the L&D and knowledge management areas while continuing to provide people & organizational support to all business units
We are looking to add an HR Business Partner (People & Org Partner, or POP, here) to support a portion of our business units, departments and business leaders.
The ideal candidate would be looking for a role in a progressive organization where they are expected to be a carrier of culture and role model of the company values while serving to translate strategic people objectives into flawless execution in partnership with the Chief People Officer and our Director of People Ops and the rest of the People team.
Responsibilities Include:
Serve as the business partner for a subset of departments as well as the business partner for the leadership team in those same departments.
Lead talent acquisition for your assigned departments and ensure our talent acquisition and onboarding processes lead to strong quality of hire and culture fit.
Provide day to day people/human resources support and consultation across the business, supporting team members, managers and directors, particularly with performance management, coaching, engagement, growth and retention.
Serve as an internal people team SME for an HR sub-specialty (eg leaves, performance, benefits, talent acquisition).
Collaborate within the People team on projects and annual goals & priorities - executing some and leading on others.
Help sustain and drive a culture of high engagement, inclusion and belonging where we all truly live and demonstrate our values.
Support HR compliance requirements, ensuring we’re on top of all federal, state and local employment requirements.
Qualifications & Experience
5 years of experience in HRBP/People Operations role
Experienced with at least one HRIS and ATS system
Familiarity with progressive talent acquisition strategies.
Reliable and detail-oriented enough to keep track of competing commitments and due dates so that you can meet them (or raise issues when you can’t)
Strong on learning and growth orientation, as demonstrated by being resourceful & curious to research and dig into areas that you haven’t yet mastered
Flexible so when priorities within the organization or department change, you raise any concerns with delivering what we’ve already promised so we can work through them
Sensitive and aware that we need to demonstrate a high degree of confidentiality in interpersonal interactions
Strong written and oral communication skills
Fluent in Excel – eg pivot tables, v-lookups, conditional formatting should be within your existing toolbox and not things you need to learn/relearn.
Preferred Qualifications:
Bachelor's degree in Human Resources or related field strongly preferred
Experience in a high-growth startup is strongly preferred.
Growth Orientation Skills
Learning Agility & Continuous Development - Embraces lifelong learning, actively seeks to develop new skills, and believes intelligence and abilities can be improved through effort and practice rather than viewing them as fixed traits.
Resilience & Challenge Orientation - Views setbacks as temporary learning opportunities, embraces challenging tasks as chances to grow, and persists through obstacles by experimenting with different approaches and solutions.
Feedback Receptiveness & Self-Improvement - Values constructive criticism as information for growth, sees feedback as an opportunity to improve and develop new systems, rather than perceiving it as personal attacks or threats.
Creative Risk-Taking & Innovation Focus - Takes calculated creative risks as ways to innovate and improve, focuses on the journey of continual improvement rather than just measurable accomplishments, and views others' success as inspiration rather than competition.
Leadership Skills:
Business Acumen – A keenness and quickness in understanding and dealing with a business situation (risks and opportunities) in a manner that is likely to lead to a good outcome. Critical to this is an ability to think beyond their own function.
Accountability & Execution – Taking ownership of actions, following through on commitments, actively carrying out tasks, monitoring progress, delivering results as promised, and being answerable for positive and negative outcomes.
Strategist Mindset - The ability see and articulate the bigger picture, thinking proactively and anticipating both opportunities and obstacles in the context of setting direction and maintain alignment to long-term company goals.
Systems Thinking – The ability to see and articulate the patterns, interconnections and interdependencies within a system
Process Orientation – The ability to see and articulate the sequential flow of activities, including anticipating impacts upstream and downstream when processes are changed.
Flexibility/Working through Ambiguity – Tendency to be energized by new experiences/perspectives, working with both data and fragmented information to arrive at practical, effective, actionable next steps.
Leadership Behaviors:
Communicate – Managers discuss the company’s vision and strategies, the department’s direction and goals, and in times of crisis, what we know and don’t know to make sure team members know what they need to know.
Clarify – As managers, it’s up to us to clarify what good looks like. What do we expect? What do our clients, customers or colleagues need? If our teams are not performing as expected, managers must clarify expectations and ensure understanding.
Coach – Managers provide recognition and feedback; help team members find solutions to challenges; amplify good and filter weaker aspects of organizational culture and the work as they coach employees in their day-to-day performance and their growth and career development.
Connect – Managers help our teams see their collective purpose and how their work connects to the greater whole. We connect people within our company and network.
Customize – As managers, we need to understand what makes each team member unique, and then customize, tailor and adapt how we support them.
Centivo Values:
Resilient – This is wicked hard. There is no easy button for healthcare affordability. Luckily, the mission makes it worth it and sustains us when things are tough. Being resilient ensures we don’t give up.
Uncommon - The status quo stinks so we had to go out and build something better. We know the healthcare system. It isn't working for members, employers, and providers. So we're building it from scratch, from the ground up. Our focus is on making things better for them while also improving clinical results - which is bold and uncommon.
Positive – We care about each other. It takes energy to do hard stuff, build something better and to be resilient and unconventional while doing it. Because of that, we make sure we give kudos freely and feedback with care. When our tank gets low, a team member is there to be a source of new energy. We celebrate together. We are supportive, generous, humble, and positive.
Who we are:
Centivo is an innovative health plan for self-funded employers on a mission to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Anchored around a primary care based ACO model, Centivo saves employers 15 to 30 percent compared to traditional insurance carriers. Employees also realize significant savings through our free primary care (including virtual), predictable copay and no-deductible benefit plan design. Centivo works with employers ranging in size from 51 employees to Fortune 500 companies. For more information, visit centivo.com.
Headquartered in Buffalo, NY with offices in New York City and Buffalo, Centivo is backed by leading healthcare and technology investors, including a recent round of investment from Morgan Health, a business unit of JPMorgan Chase & Co.
Compensation Range: $75K - $100K