HR Business Consultant 1

Supports the implementation of enterprise HR programs, initiatives, and processes, including performance management, compliance-related activities, workforce transitions (e.g., onboarding plans, terminations), and organizational changes such as restructures, team realignments, and workforce planning efforts. This role, which may support one or more markets or contracts, helps align people strategies with business objectives by advising leaders on talent management, employee relations, organizational effectiveness, workforce planning, performance management, and change management.

Serves as a strategic partner to business leaders and employees, providing consultative support on a broad range of human resources initiatives. This role, which may support one or more markets or contracts, helps align people strategies with business objectives by advising leaders on talent management, employee relations, organizational effectiveness, workforce planning, performance management, and change management. Acts as a trusted advisor, leveraging HR expertise and business acumen to drive employee engagement and organizational success.

• Employee Relations, Organizational Effectiveness and HR Operations: Provides consultation and support to business leaders and employees on employee relations matters, including workplace concerns, employee complaints, conflict resolution, policy interpretation, attendance and leave issues, performance concerns, corrective actions, and other employment actions such as promotions, transfers, and separations. Partners with HR Compliance, Legal, and other stakeholders to identify and mitigate risk, ensure compliance with company policies and employment practices, and support consistent and equitable decision-making. Supports the implementation of enterprise HR programs, initiatives, and processes, including performance management, compliance-related activities, workforce transitions (e.g., onboarding plans, terminations), and organizational changes such as restructures, team realignments, and workforce planning efforts. (40%)
• Talent Development and Employee Engagement: Partners with business leaders, Talent Acquisition and Talent Development to support staffing needs, employee development, succession planning, leadership effectiveness, and team performance. Provides coaching and consultation to leaders regarding employee engagement, talent retention, development opportunities, and organizational effectiveness. Supports engagement surveys, action planning and development initiatives designed to strengthen employee performance, engagement, and organizational capability. (25%)
• Organizational Design and Workforce Management: Partners with business leaders to assess organizational structures, workforce needs and capabilities, and resource requirements to ensure alignment with business objectives. Provides consultation, guidance, and support for organizational redesigns, restructures, workforce planning optimization initiatives, including assessment of organizational impacts and implementation considerations. Collaborates with business leaders, HR partners and COEs as necessary to develop compliant solutions that support business performance, operational effectiveness, and future workforce needs. (20%)
• Compensation: Partners with business leaders and Compensation to support compensation planning, job evaluations, market analyses, pay decisions and recognition programs. Provides guidance on compensation philosophy, policies and practices to ensure consistent application of established programs and guidelines while supporting attraction and retention objectives. Serves as a liaison between leaders and Compensation, escalating complex or high-risk matters as appropriate. (15%)

The job duties listed above are representative and not intended to be all-inclusive of what may be expected of an employee assigned to this job. A leader may assign additional or other duties which would align with the intent of this job, without revision to the job description.

Other Job Requirements

Responsibilities
Bachelor's degree plus a minimum of 5+ years of experience in Human Resources required.
High level of confidentiality and professionalism.
Experience using enterprise-wide HR systems, such as Workday, to support HR programs and processes.
Strong strategic thinking skills and business acumen.
Solid change management skills, including strong written and verbal communication skills.
Demonstrated ability to navigate and influence at all levels in a matrix organization.
Strong negotiation, relationship management, and conflict resolution skills.
Ability to objectively coach employees and management through issues that may be complex, difficult, and/or emotional.
Must have the ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures, regulations, etc.
Strong technology skills and aptitude for learning quickly. Strong working knowledge of MS Office Suite.

General Job Information

Title
HR Business Consultant 1

Grade
27

Work Experience - Required
Human Resources

Work Experience - Preferred

Education - Required
Bachelor's

Education - Preferred
Master's

License and Certifications - Required

License and Certifications - Preferred
SPHR - Senior Professional in Human Resources - Enterprise

Salary Range

Salary Minimum:
$77,785
Salary Maximum:
$124,455

This information reflects the anticipated base salary range for this position based on current national data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on an individual's skills, experience, education, and other job-related factors permitted by law.

This position may be eligible for short-term incentives as well as a comprehensive benefits package. Magellan offers a broad range of health, life, voluntary and other benefits and perks that enhance your physical, mental, emotional and financial wellbeing.

Magellan Health, Inc. is proud to be an Equal Opportunity Employer and a Tobacco-free workplace. EOE/M/F/Vet/Disabled.
Every employee must understand, comply with and attest to the security responsibilities and security controls unique to their position; and comply with all applicable legal, regulatory, and contractual requirements and internal policies and procedures.