Director, HR Business Partner (Medicaid)

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Director, HR Business Partner (Medicaid) based in United States.

This senior HR leadership role shapes the people strategy supporting a complex Medicaid business and its evolving growth agenda.
You will partner directly with senior executives to connect workforce, talent, leadership, organization, and culture priorities to business outcomes.
The role spans both day-to-day operational performance and major growth, expansion, procurement, and implementation initiatives.
You will lead strategic workforce planning, organizational design, succession, leadership effectiveness, and change management across a matrixed environment.
A key part of the role is ensuring people strategies are credible, scalable, measurable, and ready to support new and existing business.
You will also integrate HR expertise across multiple Centers of Excellence while maintaining clear ownership and accountability for results.
This is an opportunity to influence consequential business decisions while strengthening organizational capability and long-term workforce readiness.

Accountabilities
-

Translate business priorities and growth strategies into integrated workforce, leadership, talent, culture, and organizational plans that support both current performance and future expansion.

-

Lead the HR and people-related workstreams for Medicaid bids, procurement activities, awarded business, implementations, and market expansion, ensuring workforce assumptions and commitments are practical, compliant, and executable.

-

Assess operating models, staffing requirements, leadership needs, labor strategies, workforce costs, implementation sequencing, and organizational risks associated with business opportunities.

-

Own strategic workforce planning, capability planning, succession planning, talent reviews, and workforce risk assessments, identifying gaps and determining appropriate build, buy, redeploy, or development strategies.

-

Lead organizational assessments and design initiatives that improve role clarity, decision rights, governance, spans and layers, collaboration, accountability, scalability, and overall team effectiveness.

-

Drive leadership and talent effectiveness through succession planning, critical-role readiness, high-potential development, retention strategies, internal mobility, and executive coaching.

-

Assess organizational health using workforce data, engagement results, talent patterns, leadership behaviors, employee feedback, and business outcomes, then translate insights into measurable actions.

-

Lead people strategies for business-led transformation, including impact assessments, leadership alignment, workforce transitions, communications, adoption, and stabilization.

-

Integrate HR capabilities across Talent Acquisition, Talent Management, Learning, Compensation, Associate Relations, Workforce Analytics, Organizational Effectiveness, and other HR functions around shared business priorities.

-

Use quantitative and qualitative insights to identify emerging workforce risks, challenge assumptions, prioritize actions, and measure the effectiveness of people and organizational strategies.

-

Influence senior executives and matrixed stakeholders through clear recommendations, constructive challenge, sound judgment, transparency, and disciplined follow-through.

-

Maintain accountability for workforce readiness, organizational capability, leadership depth, talent sustainability, and measurable business outcomes.

Requirements

-

Demonstrated experience as a senior HR Business Partner or HR leader supporting executive teams and complex, matrixed business portfolios.

-

Proven experience leading workforce strategy, talent strategy, organizational effectiveness, leadership effectiveness, culture, and business-aligned change.

-

Experience supporting business growth, competitive bids o