Director, HR Business Partner (Medicaid)

Accountabilities: Translate business priorities and growth strategies into integrated workforce, leadership, talent, culture, and organizational plans that support both current performance and future expansion. Lead the HR and people-related workstreams for Medicaid bids, procurement activities, awarded business, implementations, and market expansion, ensuring workforce assumptions and commitments are practical, compliant, and executable. Assess operating models, staffing requirements, leadership needs, labor strategies, workforce costs, implementation sequencing, and organizational risks associated with business opportunities. Own strategic workforce planning, capability planning, succession planning, talent reviews, and workforce risk assessments, identifying gaps and determining appropriate build, buy, redeploy, or development strategies. Lead organizational assessments and design initiatives that improve role clarity, decision rights, governance, spans and layers, collaboration, accountability, scalability, and overall team effectiveness. Drive leadership and talent effectiveness through succession planning, critical-role readiness, high-potential development, retention strategies, internal mobility, and executive coaching. Assess organizational health using workforce data, engagement results, talent patterns, leadership behaviors, employee feedback, and business outcomes, then translate insights into measurable actions. Lead people strategies for business-led transformation, including impact assessments, leadership alignment, workforce transitions, communications, adoption, and stabilization. Integrate HR capabilities across Talent Acquisition, Talent Management, Learning, Compensation, Associate Relations, Workforce Analytics, Organizational Effectiveness, and other HR functions around shared business priorities. Use quantitative and qualitative insights to identify emerging workforce risks, challenge assumptions, prioritize actions, and measure the effectiveness of people and organizational strategies. Influence senior executives and matrixed stakeholders through clear recommendations, constructive challenge, sound judgment, transparency, and disciplined follow-through. Maintain accountability for workforce readiness, organizational capability, leadership depth, talent sustainability, and measurable business outcomes. Requirements Demonstrated experience as a senior HR Business Partner or HR leader supporting executive teams and complex, matrixed business portfolios. Proven experience leading workforce strategy, talent strategy, organizational effectiveness, leadership effectiveness, culture, and business-aligned change. Experience supporting business growth, competitive bids or proposals, implementations, market expansion, workforce scaling, or similarly high-stakes business initiatives. Experience in Medicaid, healthcare, government programs, regulated industries, or other complex service environments. Strong business and financial acumen, with the ability to connect workforce and organizational decisions to measurable business outcomes. Demonstrated ability to assess complex situations, develop practical recommendations, make sound decisions, and drive execution through others. Experience influencing senior leaders, challenging constructively, and maintaining accountability across matrixed stakeholders. Ability to use quantitative and qualitative data to identify patterns, test assumptions, prioritize risks, and evaluate outcomes. Experience integrating HR Centers of Excellence and shared HR capabilities around a coherent business agenda. Strong organizational diagnosis, strategic thinking, and problem-solving skills, with the ability to operate effectively through ambiguity and competing priorities. Excellent communication skills and the ability to create alignment while maintaining accountability and clarity. Executive coaching capability, combining business insight, constructive challenge, empathy, discretion, and sound judgment. An enterprise mindset with the ability to operate at both strategic and execution levels. A track record of measuring success through business, workforce, leadership, and organizational outcomes rather than activity alone. Benefits Base salary range of $168,000–$231,000 per year , with actual compensation varying based on factors such as location, experience, education, certifications, and job-related qualifications. Eligibility for a bonus incentive plan based on individual and/or organizational performance. Remote, nationwide work arrangement. Medical, dental, and vision coverage. 401(k) retirement savings plan. Paid time off, company and personal holidays. Paid parental and caregiver leave. Short-term and long-term disability coverage. Life insurance. Dedicated home-office work environment designed to protect confidential and regulated information. Occasional travel to company offices for training or meetings may be required. Full-time schedule of 40 hours per week.