Company :

Job Description :

JOB SUMMARY

* This is a hybrid role in office in our Pittsburgh location requiring onsite 3 days a week.

The job is accountable for improving business and talent performance and acting as a thought leader to client executives. The incumbent will be highly focused developing and driving a comprehensive forward-looking organizational & talent strategy for the division/functional area inclusive of all elements of acquisition, retention, development, engagement and inclusion. The incumbent will typically be assigned to divisions or functional areas with a strategic or highly operational focus of complexity and with a medium level organizational maturity. Will serve as a catalyst to business leaders to drive ideation/innovation/culture transformation and identify opportunities for thinkUP and will support implementation of ideation output. The incumbent will also ensure business is prepared for readiness and adoption. Will analyze success against metrics and create and execute plans to achieve ongoing improvement in the top and bottom line results improving productivity and reducing turnover.

ESSENTIAL RESPONSIBILITIES

• Perform management responsibilities to include, but are not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plan, organize, staff, direct and control the day-to-day operations of the department; develop and implement. policies and programs as necessary; may have budgetary responsibility and authority.
• Develop and drive comprehensive forward-looking organizational & talent strategy for the division/functional area inclusive of all elements of acquisition, retention, development, engagement and inclusion.
• Serve as a catalyst to business leaders to drive ideation/innovation/culture transformation and identify opportunities for thinkUP. Support implementation of ideation output. Ensure business is prepared for readiness and adoption.
• Drive flow of talent and manage high potential talent, including creation of development opportunities.
• Act as a thought partner with leaders to ensure business decisions and talent actions support strategic goals and ensures effectiveness of relevant team.
• Other duties as assigned or requested.

EDUCATION

Required

• Bachelor's Degree in Business or Human Resources

Substitutions

• 6 years of relevant experience in lieu of Bachelor's degree

Preferred

• Master's Degree in Business or Human Resources

EXPERIENCE

Required

• 7 years of Strategic Human Resources

To Include:

• 5 years of Talent Strategy development
• 5 years of Change Management
• 5 years of Data Analytics
• 5 years of direct leadership or matrixed leadership

Preferred

• 3 years or Retail or Consumer experience

LICENSES or CERTIFICATIONS

Required

• None

Preferred

• None

SKILLS

• Ability to interact with all levels within the organization with strong assessment and influencing skills
• Communication & executive presentation skills
• Alignment of talent strategy to business strategy
• Ability to lead through change
• Understanding & application of HR data and analytics & business financial performance

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Occasionally

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Never

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

Compliance Requirement : This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times. In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy.

Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, age, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, age, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability.

EEO is The Law

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