Senior Director – People Team

Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data, and resources they need to feel their best. Here, you will find a culture guided by diversity and inclusion, talented peers, comprehensive benefits, and career development opportunities. Come make an impact on the communities we serve as you help us advance health equity on a global scale. Join us to start Caring. Connecting. Growing together.

Combine two of the fastest growing fields on the planet with a culture of performance, collaboration and opportunity and this is what you get. Leading edge technology in an industry that’s improving the lives of millions. Here, innovation isn’t about another gadget, it’s about making health care data available wherever and whenever people need it, safely and reliably. You will help attract, lead, support and reward our most valuable asset: our high caliber people. You are expected and empowered to be your best, to grow and to develop your skills. Be prepared to move quickly, to engage proactively, and to think strategically.

The Human Capital/People Business Partner has client or multiclient responsibility at a strategic level. This role functions independently and may manage a small number of Associates. The Human Capital Partner has approval authority for a broad range of human capital decisions. This role is a part of the core people leadership team in India.

The role is expected to provide client groups with strategic partnership support on all people programs aligned to functional priorities, organization development, change management and other HR specific or business initiatives. Analyzes people related metrics, trends and root causes to develop solutions that balance HR risks and cost management throughout the organization. Proactively enables the delivery of services between client groups and internal or external providers and implements OGA driven global programs and initiatives.

Primary Responsibilities:

• Develops, translates and executes people strategies or functional/operational objectives for large lines of businesses within the Operations or Technology delivery teams in the Geo. Additionally provides Human Capital oversight to all the Ops and Shared Services or Tech teams in India   
• Predicts emerging customer needs and develops innovative solutions to meet them
• Solves unique and complex problems with broad impact on the business
• Participates in the development of functional priorities for one or more lines of business in the Ops or Tech teams
• Leads large, complex projects to achieve key business objectives
• Translates highly complex concepts in ways that can be understood by a variety of audiences
• Influences senior leadership in India, across OGA and globally to adopt new ideas, products, and/or approaches
• Collaborates with COE partner teams like Talent Acquisition, Total Rewards, Talent Development, Employee Relations and other HR operations teams to effectively deliver solutions
• Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or reassignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so
• Diversity, Equity & Inclusion: Integrates, aligns, and embeds DEI within the People Strategy and all aspects of Human Capital Work

Drives Strategic Business Perspectives

• Demonstrate an understanding of Operations and/or Technology delivery in a GCC operating context and financial issues affecting the business (e.g., business acumen)
• Maintain awareness of internal and external business environments to identify applicable changes/trends
• Influence the direction of business strategies in a highly matrixed organization construct
• Help the business align with the overall UHG vision, mission and cultural values
• Develop and drive alignment of strategic business objectives with applicable segment strategies
• Drive a focus on external customer/consumer needs and the strategic needs of the business when designing/developing Human Capital solutions (e.g., think and act from the outside in)
• Anticipate future Human Capital needs from evolving strategic discussions, and proactively address them
• Ensure that Human Capital solutions are clearly aligned with business strategies and outcomes (e.g., organization design, workforce planning, talent acquisition)

Collaborate as a Trusted Advisor and Business Partner 

• Apply a data driven approach to help influence business decisions
• Leverage appropriate diagnostic approaches to drive development and implementation of solutions (e.g., root cause analysis, SWOT)
• Build and maintain effective relationships with applicable stakeholders based on trust, integrity, performance and objectivity (e.g., business partners, Human Capital colleagues, Centers of Expertise)
• Articulate a clear, informed point of view about Human Capital and business issues
• Influence others through clear, consistent, and high impact communications
• Work collaboratively across organization lines (e.g., shares tools, resources, and best practices with peers across the enterprise)
• Appropriately challenge current assumptions and recommend effective alternatives

Build and Enhance Organizational Capability 

• Demonstrate understanding of our core organizational capabilities to inform Human Capital strategies (e.g., innovation, speed to market, operational excellence, affordability, customer service, collaboration)
• Compare current organizational capabilities against strategic business needs (e.g., talent audits, prioritization, alignment)
• Ensure human resources are aligned to strategic business priorities and define strategies for filling gaps (e.g., financial planning, workforce planning, succession planning, talent acquisition, development planning)
• Identify and communicate internal the human capital tools and strategies that impact business opportunities and address competitive threats
• Influence leaders to promote our organizational culture consistent with our corporate mission and values
• Facilitate cross organizational movement of talent

Drive and Champion Change 

• Drive an organizational environment that is agile, flexible and responsive to customer/consumer needs
• Influence business leaders to embed change management processes into their business practices
• Provide training/consulting/expertise to empower the business to lead the change process
• Identify change opportunities and initiate change efforts that will add material value to the business
• Facilitate change using appropriate planning and implementation tools (e.g., stakeholder analysis, work streams, SWOT analysis)
• Measure/analyze the effectiveness of change efforts using appropriate metrics (e.g., improved quality/ effectiveness/ efficiency, reduced costs)
• Ensure that desired changes are adopted and sustained over the long-term (e.g., behaviors, processes, metrics)

Innovate and Integrate Human Capital Solutions 

• Apply knowledge of current and emerging best practices in Human Capital to enhance business outcomes
• Leverage core Human Capital processes and tools to ensure that managers and employees have the ability to meet business needs (e.g., Talent Acquisition, Talent Development, Talent Mobility, Total Rewards, Performance Management)
• Anticipate changes needed in Human Capital tools/processes, and collaborate with appropriate stakeholders to implement those changes (e.g., Centers of Expertise)
• Influence leaders to proactively develop and advocate cross organizational movement of talent, using available enterprise resources (e.g., Talent Mobility, My Professional Profile)
• Ensure organizations are integrated and aligned, both strategically and culturally (e.g., business optimization, acquired organizations, restructuring)
• Utilize appropriate data/metrics to report/analyze/interpret Human Capital data
• Leverage technology solutions to drive and integrate efficient and effective Human Capital and business processes/outcomes (e.g., enterprise tools/core processes, virtual teams)
• Collaborate with Human Capital staff and Centers of Expertise to drive core processes and address employee and leadership issues, as needed (e.g., Employee Relations, Total Rewards, Performance Management, Talent Development)

·        Master’s Degree in Human Resources  

·        20+ years of strategic HR Business Partnering and leadership experience in comparable GCC organizations

·        In-depth understanding of Operations, Shared Services functions and Technology delivery teams is an essential pre requisite for the role

·        Strong competence in leading and driving the talent agenda, including developing a strong leadership bench and succession planning

·        Experience developing and implementing workforce strategy, aligned with and driving business outcomes

·        Experience creating and implementing organization design and change

·        Experience of working in a large, global, matrixed environment

·        Advanced level of proficiency with MS Office

·        Demonstrated history of positive employee experience through all aspects of Human Capital work

Careers with Optum. Our goal is to make health care simpler and more effective for everyone. With our hands at work across all aspects of health, you can play a role in creating a healthier world, one insight, one connection and one person at a time. We bring together some of the greatest minds and ideas to take health care to its fullest potential, promoting health equity and accessibility. Work with diverse, engaged, and high-performing teams to help solve important challenges.