Navitus

Navitus - Putting People First in Pharmacy - Navitus was founded as an alternative to traditional pharmacy benefit manager (PBM) models. We are committed to removing cost from the drug supply chain to make medications more affordable for the people who need them. At Navitus, our team members work in an environment that celebrates diversity, fosters creativity and encourages growth. We welcome new ideas and share a passion for excellent service to our customers and each other._____________________________________________________________________________________________________________________________________________________________________________________________________________. Current associates must use SSO login option at https://employees-navitus.icims.com/ to be considered for internal opportunities.

USD $98,000.00 - USD $123,000.00 /Yr.

5.00 - Salaried Non-Management except pharmacists

M-F from 8am to 5pm Central and additional hours as business needs require

ATTENTION: Navitus is unable to offer remote work to residents of Alaska, Hawaii, Maine, Mississippi, New Hampshire, New Mexico, North Dakota, Rhode Island, South Carolina, South Dakota, West Virginia, and Wyoming.

Join us as the HR Business Partner for our Technology division and help shape one of the fastest‑moving parts of our organization. You’ll partner directly with tech leaders using your experience supporting HR processes with IT and technical divisions to solve real people challenges, build high‑performing teams, and drive meaningful change. This is an addition to headcount for our organization. 
 
We’re looking for a proactive, HRBP who shows up as a true partner with our IT and technical Operations team. This is someone who can navigate complexity, move quickly, and balance strategic thinking with hands‑on execution. If you thrive in dynamic environments and have experience working alongside the IT and Technical space and love working shoulder‑to‑shoulder with business leaders and HR colleagues to make an impact, this role is for you.

 

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning HR strategies with business objectives to drive organizational performance. The HRBP provides expert guidance in areas such as workforce planning, talent management, associate relations, organizational development, and change management. This role acts as a consultant to management on human resource-related issues while serving as an associate champion and change agent.

 

The HRBP will provide HR guidance, analyze metrics, resolve associate relations issues, and work with management to improve work relationships and productivity. The HRBP provides consultation to assigned business units and/or functional areas to formulate partnerships across the HR function, working to deliver value-added service to management and associates that reflect the business objectives of the organization. This role will be responsible for delivering all HR services leveraging other HR experts as appropriate for the full associate lifecycle, including recruiting, selection, onboarding, engagement, development, performance management, rewards, and offboarding.

 

HRBP supporting the Business, Operations, and Technology (BOT) Division

• Strategic Alignment: Working with the IT side of the business means strategies can shift rapidly. The HRBP must be highly adaptable, able to quickly adjust HR processes to support evolving organizational needs.
• Talent Acquisition and Recruitment: Supporting the IT discipline requires close collaboration with hiring managers to identify talent needs, craft job descriptions, and develop effective recruitment strategies, both with direct hire and also temps/contractors to ensure we have dynamic solutions for planned and urgent, unique needs. The HRBP should also be prepared to design or review the Associate Value Proposition (AVP) to attract top technology talent.
• Associate Development and Training: The IT landscape evolves quickly. The HRBP shares responsibility for identifying skill gaps and implementing training and development programs to upskill associates. They must also ensure associates have access to the necessary resources and opportunities to grow.
• Performance Management: IT leaders are often highly skilled in their technical domains but may need support in leadership fundamentals. The HRBP plays a key role in guiding them on setting performance expectations, conducting regular reviews, and addressing performance issues effectively.
• Associate Engagement and Retention: IT departments face intense competition for talent. The HRBP must help foster a positive work environment, address associate concerns, and develop retention strategies to keep valuable technology professionals engaged and committed to the organization.
• Understanding of Capital Projects: The HRBP should understand the strategies in play, what planned needs need to be fulfilled, and what we are planning for. 

Additionally: 

 

• Partner with business leaders to develop and implement HR strategies that support business goals.
• Provide guidance and support on organizational design, workforce planning and talent development planning to support the business strategy and organizational goals.
• Lead and support performance management, succession planning, and associate engagement initiatives.
• Lead performance improvement and support with divisional leadership to ensure alignment with company performance policy, practices, and standards and provide leadership training to support positive performance measures.
• Manage complex associate relations issues, conduct effective, thorough, and objective investigations and ensure compliance with policies, procedures, and laws.
• Collaborate with Centers of Excellence (COE) such as Talent Acquisition, Total Rewards, Learning and Development and HR Generalists to achieve company and business unit initiatives and needs.
• Analyze HR metrics and trends to develop solutions, programs, and policies in partnership with the HR COE Leadership.
• Develops and analyzes data to guide business leaders in planning and execution of people related strategies.
• Drive change management initiatives and foster a culture of continuous improvement ensuring success. Proactively challenge the status quo and / or innovative ideas to ensure decisions are consistent with organizational standards, policy, and culture.
• Coach and develop managers on effective leadership and people management practices.
• Serves as a member of the leadership team for assigned business units and functions.
• Consults with Leadership to provide HR guidance, policy interpretation, coaching, and partnership to resolve associate relations, drive engagement and performance, and effectiveness in talent selection.
• Works closely with management and team members to improve work relationships, build morale, and increase productivity and retention.
• Collaborate with HR COE Leadership to ensure efficient and effective hiring, onboarding, and offboarding of staff.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance. Partners with legal counsel as needed/required.
• Partners with HR Leadership on people-focused communication and implementation of initiatives and services.
• Identifies training needs for assigned business units and functions and provides individual leadership coaching as needed.
• Other duties as assigned.

• Education: Bachelor’s degree in human resource management or business-related discipline or equivalent experience required.

• Certification/Licenses: SHRM-CP, SHRM-SCP, PHR or SPHR is preferred.

• Experience:

o 5 years of progressive HR experience with at least 2 years in a business partner or consultative role required.

o Prior experience supporting BOT functions, specifically IT
o Strong knowledge of employment laws and HR best practices.
o Proven ability to influence and build strong relationships with stakeholders at all levels.
o Project management experience with the ability to manage multiple projects and priorities in a dynamic environment preferred.
o Familiarity with data analytics and HR metrics.
o Knowledge of general human resource programs, policies, and procedures related to employee relations, recruitment, compensation, benefits, leave administration, EEO/AAP administration, understanding of state and federal laws related to employment practice strongly desired.

Remote

US