[Hiring] Associate HR Business Partner @SCA Health

Role Description

This is a remote role, residing within the United States. The Associate Director, HR Business Partner is a strategic advisor and thought partner to senior and executive leaders within corporate functions, responsible for translating enterprise and functional strategies into people strategies that enhance talent, culture, and organizational effectiveness. This role is corporate‑facing and enterprise‑focused and does not support field, site, or facility‑based operations.

The role requires strong business acumen, executive‑level consulting capability, critical thinking, and the ability to influence without authority in a matrixed environment. The Associate Director collaborates closely with HR Centers of Excellence, and applies data, systems thinking, and enterprise‑wide perspectives to anticipate risk and drive measurable business results.

The Associate Director serves as a cultural ambassador, modeling emotional intelligence, communication excellence, and change leadership to support a diverse, inclusive, and change‑ready corporate workforce.

Responsibilities

• Attract, Recruit, Retain & Advance Key Talent
  • Partner with executive and senior leaders in corporate functions to define critical roles, future skill requirements, and organizational design needs using enterprise thinking and business insight.
  • Collaborate with Talent Acquisition to build diverse executive and leadership pipelines, strengthen selection rigor, and reduce time to fill for critical corporate roles.
  • Use EXI insights, turnover trends, and predictive analytics to develop targeted retention strategies, applying consulting skills and influence without authority to drive executive adoption and accountability.
• Champion Culture & Build an Inclusive, Change‑Ready Workforce
  • Embed SCA Health’s values—Clinical Quality, Integrity, Service Excellence, Teamwork, Accountability, Continuous Improvement, and Inclusion—into leadership behaviors and corporate people processes.
  • Leverage emotional intelligence and change management capability to coach executives through complexity, transformation, and organizational change.
  • Partner with the Inclusion team to strengthen representation, ensure equity in corporate talent processes, and increase psychological safety.
  • Apply systems thinking to understand how culture, policies, and processes intersect across corporate functions and the enterprise.
• Enhance Service Delivery & the Teammate Experience
  • Lead and enhance the People Planning (P3) process for corporate functions, ensuring rigorous calibration, meaningful development planning, and progress tracking.
  • Guide executives and senior leaders through performance management and compensation cycles using strong judgment, critical thinking, and influence without authority to drive fair and differentiated outcomes.
  • Partner with Total Rewards to improve the corporate teammate experience through compensation, wellbeing, and open enrollment initiatives.
  • Translate EXI results into actionable, leader‑owned plans using data storytelling and executive consulting skills to influence sustained follow‑through.
• Build Organizational Capability for the Future
  • Advise executive leaders on skills taxonomies, role architecture, and internal mobility frameworks to support a skills‑based, future‑ready organization.
  • Coach senior leaders on organizational effectiveness, leadership capability, change leadership, and navigating complex teammate relations with empathy and sound judgment.
  • Lead culture integration and change adoption for newly acquired or restructured corporate teams.
  • Demonstrate learning agility by adopting new tools, frameworks, and approaches as enterprise needs evolve.
• Enterprise HR Leadership & Governance
  • Serve as an integrator across HR Centers of Excellence, ensuring cohesive delivery of solutions aligned to enterprise standards and priorities.
  • Leverage HR dashboards and integrated datasets to identify trends in performance, engagement, turnover, and talent flow; synthesize and present insights to executive audiences.
  • Lead complex employee relations matters for corporate leaders while ensuring compliance with federal, state, and local regulations.
  • Lead or support reorganizations and restructurings, applying systems thinking to assess downstream talent, financial, and cultural impacts.

Qualifications

• Bachelor’s degree required
• 5+ years of progressive HR Business Partner experience supporting senior and executive‑level leaders (VP/SVP/EVP or equivalent) within corporate or enterprise functions
• Demonstrated success advising executives in complex, matrixed organizations
• Strong capability in executive consulting, analytics, talent management, and organizational change
• Sound judgment, emotional intelligence, and ability to operate effectively in ambiguity
• 25% travel expected

Key Deliverables & Success Measures

• Reduced regrettable turnover in critical corporate roles
• Improved internal mobility and succession depth
• Strong executive satisfaction with HR partnership
• High‑quality performance differentiation and compensation outcomes
• Year‑over‑year EXI improvement driven by executive action plan ownership
• Effective change adoption and cultural integration

Success Profile Core Capabilities

• Business Acumen – Connects people strategies to enterprise and functional outcomes
• Executive Consulting Skills – Uses structured, evidence‑based approaches to advise senior leaders
• Strong Communication – Simplifies complexity and tailors messages for executive audiences
• Critical Thinking – Synthesizes data and diagnoses root causes
• Emotional Intelligence – Demonstrates empathy, self‑awareness, and credibility
• Influence Without Authority – Drives adoption across SLT/ELT stakeholders
• Stakeholder Management – Builds trust across HR and corporate leadership
• Learning Agility – Adapts quickly in changing enterprise environments
• Change Leadership – Guides leaders through transformation and ambiguity
• Enterprise Thinking – Evaluates cross‑functional and downstream impact
• Strategic Thinking – Aligns people strategies to long‑term business needs
• Systems Thinking – Understands how structure, policies, and decisions interact across the organization

Compensation

USD $106,800.00/Yr. - USD $145,000.00/Yr.