The job profile for this position is Human Resources Lead Analyst, which is a Band 3 Senior Contributor Career Track Role.

Excited to grow your career?

We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!

Our people make all the difference in our success.

The Cigna Group is seeking a Human Resources Business Partner Lead Analyst. This role requires the ability to demonstrate initiative and work as an enthusiastic team member, while performing a wide range of early career human resource business partner functions, with the opportunity to learn more about the broader HR&S function. This role will augment the HRBP team that supports the Technology & Enterprise Operations HR team working hand in hand with the Talent Lead for the business.

Role Summary:

The HRBP Lead Analyst augments Talent Lead and HRBP capabilities, supporting function-level talent initiatives, data/reporting, and business focused initiatives. This role is critical in enabling the Technology & Enterprise Operations talent strategy and driving effectiveness of the HRBP team. This role works hand in hand with the Talent Lead and HRBP leaders, partners across HR&S with COE partners, and gives exposure to business executives within Technology & Enterprise Operations. Individuals who have been successful in this role are perceived as the "go-to" for the team and a trusted partner who can represent the needs of the HRBP team, the business, and have critical insight into the function's talent strategy. Individuals in this role will gain the foundational knowledge and skills to move into an HR Business Partner role, as well as provide the right experiences/exposure to have optionality for other COE partner roles (e.g. People Analytics, Compensation, etc.).

Responsibilities:

1. Activities aligned to and in support of HRBP activities, talent strategy and personal development:

• Supports HRBPs for client specific business initiatives/projects.
• Resolves non-routine, escalated issues as appropriate, including payroll, benefits, HR Operations activity, and policy issues.
• Prepares, analysis’ and consolidates data for HR initiatives- spans and layers, talent cards, talent review, hiring requests, training programs, compensation.
• Supports the development of On Boarding materials for senior leaders.
• Supports the Cigna Standout Program; completes monthly reporting and assists HRBP’s in driving education and participation of the program.

2. Lead coordination efforts for cyclical activities; including: Leadership Development Nominations; Insights survey analysis and leader cascade; ACP preparation, planning and reporting; Talent Review activities

• Manage project timelines, deliverables, and stakeholder communications for various HR programs, ensuring successful execution and implementation.

3. Data analytics support for function:

• Partner with talent lead to deploy analytics support against key talent strategy initiatives and produce talent scorecard
• Provide ELT-level descriptive diagnostics for Insights Survey, with consultation from HR Analytics Consultant and Talent Lead
• Ad hoc reporting and data pulls for HRO/ELT level requests (via Workday and HR reporting)
• Enable mechanisms and drive consistency and alignment of scorecards below the ELT level  

4. Enable consistency, effectiveness and efficiency of HRBP organization

• Management mechanisms for HRBP teams
• Proactively meet with HRBP team members to understand evolving needs and design solutions to be reviewed by HR leadership
• Stay informed about industry best practices, emerging trends, and regulatory changes in HR analytics and program management.
• Activities as defined by HRBP Analyst Network -- this is a group of peers who come together monthly, with the purpose of driving more consistency, efficiency, and effectiveness in the HRBP organization; this group is focused on scaling best practices across teams, development and engagement solutions for the broader HRBP team, and working across COE's to optimize processes for HRBPs/business.  

5. Support COE initiative roll outs and communication cascades  

Qualifications:

• Bachelor's degree or equivalent experience
• Prior HR experience required; 3 years of general HR experience.
• Foundational understanding of HR&S processes and operating mechanisms
• Ability to navigate organizational structures within HR&S and business areas to drive work forward, and optimize and drive more efficient/value add work processes
• Analyze and distill data, and leverage storytelling/data visualization techniques to inform decision making
• Ability to understand and learn the business to ensure HRBP processes/practices are connected to business need
• Self-starter with excellent organizational skills and ability to work independently, remain focused and execute work with minimal supervision, able to multi-task effectively and manage multiple priorities.
• Ensures professionalism and confidentiality is maintained in all interactions – written and verbal.
• Proactively anticipates needs of the team.

If you will be working at home occasionally or permanently, the internet connection must be obtained through a cable broadband or fiber optic internet service provider with speeds of at least 10Mbps download/5Mbps upload.Qualified applicants will be considered without regard to race, color, age, disability, sex, childbirth (including pregnancy) or related medical conditions including but not limited to lactation, sexual orientation, gender identity or expression, veteran or military status, religion, national origin, ancestry, marital or familial status, genetic information, status with regard to public assistance, citizenship status or any other characteristic protected by applicable equal employment opportunity laws.

Please note that you must meet our posting guidelines to be eligible for consideration. Policy can be reviewed at this link.