Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:
* Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women
* Children's Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR
* Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre-existing conditions.
* Community Health Choice (HMO D-SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.
Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.
Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high-risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self-sufficient and receives no financial support from Harris Health or from Harris County taxpayers.
JOB SUMMARY
The Strategic HR Business Partner (HRBP) at Community Health Choice plays a critical role in shaping and executing talent strategies that enhance the employee experience, support business objectives, and drive organizational success. As a trusted advisor, the HRBP proactively identifies workforce trends and partners with leaders to develop and implement people strategies aligned with Community's mission and values.
The HRBP ensures data integrity by working closely with the HRIS team to validate and analyze workforce metrics, providing actionable insights that support business decision-making. Additionally, the HRBP develops and delivers presentations to executive leadership, ensuring that data-driven insights effectively guide workforce and business strategies.
Maintaining a strong understanding of Community's business operations, financial position, and industry trends, the Strategic HRBP provides HR solutions that foster employee engagement, leadership effectiveness, and organizational health.
JOB SPECIFICATIONS AND CORE COMPETENCIES
Strategic HR Consulting & Business Partnership:
Act as a trusted advisor to business leaders, providing expert HR guidance to align workforce strategies with Community's business priorities.
Lead the rollout of key people initiatives, including leadership effectiveness programs, organizational planning, and workforce optimization efforts.
Utilize deep knowledge of HR best practices and business acumen to influence and drive leadership decisions that enhance operational and employee performance.
Organizational Effectiveness, Change Management & Data-Driven Decision Support:
Partner with leaders to drive organizational health by optimizing workforce structures, role designs, and transformation initiatives.
Advise on change management strategies to foster adaptability and resilience in evolving business environments.
Analyze HR and workforce data to identify trends, risks, and opportunities. Work closely with HRIS to ensure data integrity and develop actionable insights for leadership.
Present workforce analytics on retention, performance, and engagement to support evidence-based decision-making.
Workplace Culture, Employee Experience & Strategic Engagement:
Champion a culture of respect, accountability, and belonging by driving initiatives that reinforce Community's values.
Partner with leadership to enhance employee experience through engagement strategies, workplace representation, and equitable workforce practices.
Design and implement programs that promote collaboration, recognition, and a positive work environment.
Talent Strategy, Leadership Development & Employee Performance:
Partner with leadership to assess and strengthen talent pipelines, ensuring workforce readiness and succession planning.
Collaborate with HR Centers of Excellence (COEs) to execute talent acquisition, total rewards, and professional development initiatives.
Collaborate with Learning and Experience to Guide leaders in performance management strategies, coaching, and career development to foster high-performance teams.
Partner with Learning and Experience providing consultative guidance on engagement surveys and focus groups. Assist with analyzing feedback and develop action plans to enhance employee experience and organizational effectiveness.
Other Duties as Assigned:
Contribute to departmental goals, process improvements, and special HR initiatives.
Participate in cross-functional projects to enhance HR service delivery.
QUALIFICATIONS:
Education/Specialized Training/Licensure: Bachelor's degree in human resources, Business or Behavioral Science or related field required.
Master's degree in human resources, Business, or Organizational Development or related field preferred.
Certification: SHRMP-CP or SCP or HRCI-PHR or SPHR preferred.
Five (5) years of progressively responsible in HR Consultative role with at least (4) years HR Business Partner experience or equivalent consultative HR role required.
Equivalent consultative HR roles include HR Generalist, HR Consultant, Employee Relations Specialist, or People Partner roles that involve advising leaders and supporting employee relations or workforce matters; Administrative HR roles, payroll-only, benefits-only, or recruitment-only roles are not considered equivalent required.
High proficiency with HR Information systems and Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS software required.
Advanced MS Office Skills (Word, Excel, PowerPoint, Outlook) preferred.
Job Family/Job Title Competencies
Leadership
Analytical Thinking
Coaching
Presentation
List any additional competencies not indicated above:
Business and Financial Acumen - Demonstrates strong business acumen by understanding organizational practices and processes, communicating confidently across all areas of the business, making recommendations aligned with organizational goals, making decisions that strengthen people capabilities, and clearly using financial concepts and metrics when presenting recommendations or new initiatives.
Needs Analysis - Continuously monitors HR best practices and aligns recommendations to organizational strategy, evaluates and prioritizes stakeholder needs, conducts internal and external scans to identify short and medium-term barriers and opportunities, identifies gaps between current HR initiatives and business needs, and recommends timely initiatives that address emerging or immediate organizational and stakeholder priorities.
Data Literacy - Effectively uses relevant data to inform decisions and recommendations, interprets metrics and visualizations to identify patterns and insights, follows established processes to maintain data quality within HR systems, and applies clear storytelling to communicate analysis results and influence business decisions.
Relationship Building - Builds strong relationships across divisions by proactively connecting with peers, clients, employees, and leaders, acts as a network broker who facilitates meaningful connections, influences and builds support through impact, values good ideas from any source, identifies opportunities to increase efficiencies for internal and external stakeholders, and fosters an environment where others feel empowered to step into leadership when appropriate.
Problem Solving - Demonstrates strong decision-making capability by using a broad range of information sources, investing time in planning and analysis, leveraging hard data and abstract insights to guide choices, coaching others in effective decision practices, delegating authority appropriately, anticipating outcomes and risks when determining next steps, and establishing meaningful metrics to support sound decisions for self and teams.
INTERPERSONAL SKILLS
Emotional Intelligence (EQ) - Understanding and managing emotions, demonstrating empathy, and responding effectively to different personalities and workplace challenges.
Communication Skills - Ability to convey complex HR concepts clearly, both verbally and in writing, while adapting communication styles to different audiences (executives, managers, employees).
Active Listening - Engaging with employees and leaders to fully understand concerns, needs, and perspectives before offering solutions.
Influencing & Persuasion - Building trust and credibility with business leaders to drive HR initiatives and advocate for workforce strategies.
Conflict Resolution - Navigating and resolving workplace disputes, coaching leaders on difficult conversations, and maintaining a fair and objective stance.
Relationship Building -
