Senior Director, People Partnerships

About this role

Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building.

Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare’s greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.

Overview: The Senior Director, People Partnerships serves as a senior strategic People partner to executives and business leaders, translating business priorities into effective people and organizational strategies. This role partners closely with leaders and the broader People team to support workforce planning, organizational design, talent management, performance, change initiatives, and overall organizational effectiveness. The Senior Director will also play a key role in strengthening and evolving the People Business Partner (PBP) model by assessing current practices, identifying opportunities for greater consistency and strategic impact, and helping establish clear standards for how PBPs partner with the business.

Duties and Responsibilities:

• Serve as a senior strategic People partner to assigned executives and business leaders, providing guidance on organizational effectiveness, workforce planning, talent strategy, performance, and employee matters;

• Build strong relationships with senior leaders to understand business priorities and translate them into practical people strategies that support organizational goals;

• Partner closely with the People Business Partner team to drive consistency in how HR programs, processes, and practices are delivered across the organization;

• Identify opportunities to elevate the PBP model from primarily transactional support to proactive, strategic business partnership;

• Establish clear expectations, standards, and best practices for effective People Business Partner support, including executive partnership, organizational design, talent planning, workforce insights, and change management;

• Assess the current People Business Partner operating model, including roles, responsibilities, capabilities, business alignment, capacity, and opportunities to strengthen the function;

• Support organizational design, restructuring, workforce planning, succession planning, talent reviews, and other key business transformation initiatives;

• Use workforce data and people insights to identify trends, organizational risks, talent needs, and opportunities, translating findings into actionable recommendations for leaders;

• Anticipate factors that could influence strategies and the Company's position in the market;

• Partner across People Centers of Excellence, including Talent Acquisition, Total Rewards, Employee Relations, People Operations, and Learning & Development, to ensure coordinated solutions and a consistent employee and leader experience;

• Influence policymaking and strategy through effective communication and persuasion;

• Partner with the executive leadership team to provide cohesive direction toward company goals;

• Coach and influence leaders on organizational effectiveness, leadership capability, performance, accountability, and talent decisions;

• Help strengthen PBP capabilities through coaching, knowledge sharing, tools, and frameworks;

• Proactively identify, propose, lead, and implement key human resources initiatives which address the existing and emergent business needs for the Company;

• Oversee the ongoing management of employee relations, communications, and retention to promote positive employer-employee relationships and a high level of employee morale;

• Oversee and enhance the ongoing monitoring, evaluating, and counseling of employee performance;

• Work with the Talent Management and Development team to guide the talent and development strategies for the Company;

• Lead and support the development, coordination, and monitoring of compliance with corporate human resource policies and procedures for the Company;

• Proactively develop and implement new practices and policies as the organization grows and faces new business challenges;

• Oversee employee terminations, exit interviews and handle all necessary termination paperwork;

• Assist management, compliance and legal counsel to identify legal requirements and government reporting regulations affecting the human resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour), and monitor exposure of the Company to such regulations;

• Work closely with HR colleagues to improve and enhance HR operations and focus on becoming a best-in-class HR organization;

• Collaborate with leadership to assess risk and act as a key business advisor on HR and related matters;

• Successfully influence and manage key stakeholders and drive results in a collaborative environment with individuals from associate levels to leadership team members;

• Such other duties as may be assigned by the Employer from time to time;

• Maintain compliance with Inovalon's policies, procedures and mission statement;

• Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon's Operating Policies and Procedures in all ways and at all times with respect to any aspect of the data handled or services rendered in the undertaking of the position; and

• Fulfill those responsibilities and/or duties that may be reasonably provided by Inovalon for the purpose of achieving operational and financial success of the Employer.

Job Requirements:

• Expert business knowledge with a comprehensive understanding of the organization and functional area(s);

• Advanced leadership skills;

• Able to appl

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