As a People Business Partner, you will deliver business outcomes through strategic people advisory across an assigned technology portfolio. You will build a deep understanding of business priorities, financial drivers, operating-model choices and transformation plans, then translate those priorities into integrated workforce, organization, talent and leadership strategies.
This role focuses on the work that requires business context, executive judgment and trusted counsel. You will shape decisions, coach senior leaders, identify portfolio-level patterns and determine when to engage the Global Enablement team, regional People teams, Centers of Expertise, Employee Relations, Legal and other partners. Repeatable delivery, coordination and first-draft work will be routed through Global Enablement, while final recommendations, sensitive matters and business judgment remain with the PBP.
You'll enjoy the flexibility to work remotely * from anywhere within the U.S. as you take on some tough challenges.
Primary Responsibilities:- Shape Business and Workforce Strategy
- Translate business strategy into workforce strategy - connect business priorities, financial drivers and transformation plans to capability, capacity, organization, location, role and talent requirements
- Bring decision-ready recommendations - use workforce data, talent signals and business context to frame options, tradeoffs, risks, recommendations and decisions needed
- Anticipate AI workforce implications - identify how AI, automation and new ways of working affect roles, skills, capacity, adoption and workforce risk across the portfolio
- Advise and Coach Senior Leaders
- Serve as a trusted adviser - provide candid counsel on leadership, talent, organization, culture, workforce choices and complex business challenges
- Coach leaders and leadership teams - strengthen alignment, accountability, decision-making, leadership effectiveness, culture and employee experience
- Engage where judgment matters - prioritize targeted, high-impact engagement over default participation in recurring staff meetings, offsites and status forums
- Lead Organization and Workforce Transformation
- Shape organization and operating-model strategy - define the future state, clarify design principles and decision rights, assess workforce implications and align senior stakeholders
- Guide workforce actions and change - own the business rationale, recommendation, stakeholder strategy and sensitive decisions associated with organizational changes, workforce actions and transformation
- Evaluate business outcomes - confirm whether the delivered people solution achieved the intended outcome and adjust the strategy when needed
- Own the Strategic Talent and Succession Agenda
- Lead portfolio talent strategy - identify pivotal roles, critical capabilities, key talent, succession risks, leadership gaps and bench priorities
- Lead senior-level talent decisions - advise on succession, development, movement, retention, performance and leadership-bench decisions
- Set the narrative and outcomes - define the purpose, business narrative and sensitive calls for talent reviews, succession discussions and leadership immersions while Global Enablement manages process delivery and preparation
- Orchestrate People Solutions
- Define outcomes and route delivery - clarify the business need, desired outcome and decision parameters, then engage Global Enablement for sustained execution, coordination, drafts and program management
- Integrate specialist partners - determine when and how to engage COEs, regional PBPs, Employee Relations, Legal, Talent Acquisition, Compensation, Immigration and other control functions
- Retain final judgment - own recommendations that require deep business context, sensitivity, risk assessment, executive judgment or senior stakeholder alignment
You'll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.
Required Qualifications:- 10+ years of strategic Human Resources or People Business Partner experience with expertise across multiple people disciplines
- Demonstrated experience developing workforce, organization, talent and change strategies aligned to business outcomes
- Experience advising and coaching senior leaders and leading complex, enterprise or portfolio-level decisions
- Ability to use workforce and business data to identify patterns, frame tradeoffs and make recommendations
- Demonstrated judgment, discretion and credibility in sensitive or high-risk people matters
- Proven solid communication, influence and stakeholder-management skills in a large, matrixed environment
Preferred Qualifications:- Experience supporting a technology, engineering, product, digital or AI-enabled organization
- Experience leading organization design, workforce transformation, M&A or large-scale change across multiple geographies
- Experience working with a centralized or pooled people-delivery model and translating strategy into clear delivery accountabilities
- Experience using AI, analytics or digital tools to inform workforce decisions and improve leader effectiveness
*All employees working remotely will be required to adhere to UnitedHealth Group's Telecommuter Policy
Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. In addition to your salary, we offer benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with us, you'll find a far-reaching choice of benefits and incentives. The salary for this role will range from $134,600 - $230,800 annually based on full-time employment. We comply with all minimum wage laws as applicable.
Application Deadline: This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. Job posting may come down early due to volume of applicants.
