INTRODUCTION

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future.

As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results.

Join our team and create your future.

ROLE AND RESPONSIBILITIES

The Senior Manager, Human Resources Business Partner (HRBP) role in Healthcare Industry Managed Services focuses on aligning global HR strategies with business goals to support a consistent and unified end-to-end talent management experience in a dynamic high-growth environment.

In this role you will serve as a strategic advisor to business leadership to deliver leading-edge talent outcomes across workforce planning, performance management, employee engagement, leadership development, organizational design, and change management in a dynamic, client-focused environment. The ideal candidate brings strong HR expertise, business partner, and leadership experience, along with an understanding of the unique challenges and opportunities within Healthcare Managed Services and related operating models.

This individual will play a critical role in helping leaders build high-performing teams, navigate change, global expansion efforts, merger and acquisition integration, and foster a culture that supports business growth, client delivery excellence, and employee success.

Strategic Partnership

• Partner with senior business leaders to develop, drive, and deliver global people strategies aligned with current and future goals of the Healthcare Industry Managed Services business.
• Translate business priorities, including growth, service delivery, workforce productivity, and client satisfaction, into actionable people plans and talent priorities.
• Serve as a trusted advisor on organizational effectiveness, team performance, leadership capability, and culture on a global scale.
• Partner closely with global HR counterparts to align on key priorities, strategies, and initiatives—driving a cohesive, synergistic approach across all people programs, processes, and initiatives to ensure consistency and a unified, one-team experience for the business.
• Collaborate with COEs (Learning & Talent, Talent Acquisition, Total Rewards) to drive alignment and coordination across key culture and talent pillars, ensuring a cohesive and consistent experience for the business.

Talent Management & Development

• Work in close collaboration with the Managed Services HRBP team to deliver a best-in-class talent experience related to performance management, goal setting, talent calibration, and compensation planning.
• Drive succession planning and leadership development initiatives to increase bench strength and organizational capability.
• Coach leaders on feedback, employee development, team effectiveness, and performance improvement.

Workforce Planning & Analytics

• Partner with business and technology leaders to evolve workforce strategies in alignment with AI, automation, and technology-enabled service delivery models, including redesign of roles, skills, and operating structures.
• Leverage and analyze key people metrics (attrition, engagement, workforce trends, talent movement) to inform and drive proactive, strategic workforce planning aligned to business needs and growth.
• Drive workforce models that optimize capacity, utilization, and cost across a blended domestic and global delivery workforce, including offshore and scaled operational teams.
• Collaborate with talent acquisition to support hiring strategies that align with business needs and talent market conditions.

Employee & Labor Relations

• Address employee relations issues with a balanced, business-focused, and employee-centered approach.
• Provide guidance and support on complex employee matters, policy interpretation, and workplace concerns.
• Partner with leadership and appropriate stakeholders on healthcare labor relations matters, where applicable, including supporting proactive issue resolution and maintaining positive employee relations practices.

Employee Experience & Engagement

• Champion a high-performance, inclusive culture aligned with company values and business objectives.
• Lead engagement initiatives, surveys, and action planning to enhance employee experience.
• Gather people data and analytical insights to guide leaders on shaping the future by identifying internal and external global workforce trends and translating data into actionable short and long term talent strategies.
• Support initiatives that promote leadership effectiveness, team collaboration, and organizational health.
• Partner with leaders to foster an inclusive workplace that supports engagement, innovation, and belonging.

Change Management & Organizational Design

• Work in close collaboration with senior leadership and the HRBP team to deliver leading-edge people strategies that align to business goals and objectives on a global scale.
• Support organizational changes, team structure evolution, and business transformation initiatives.
• Lead change management efforts associated with growth, client demands, operational shifts, or new business initiatives.
• Advise leaders on organizational design to ensure alignment with strategic priorities and scalable growth.

Compensation & Rewards

• Partner with Total Rewards to support compensation planning, promotions, and incentive programs, as well as deliver competitive Benefits programs.
• Help ensure alignment between performance, rewards, and retention strategies within the business.
• In collaboration with Total Rewards, develop compensation strategies that incentivize increased performance, retention of critical roles and maintain competitive positioning in high-volume operational talent markets.

BASIC QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, or related field.
• 12+ years of progressive HR leadership experience, including significant experience in an HR Business Partner role ideally within the Healthcare industry.
• Demonstrated ability to partner with senior leaders and influence business decisions through strategic HR delivery.
• Strong business acumen and the ability to align talent strategies with operational and financial goals.
• Experience managing HRBP teams and providing practical, business-oriented HR guidance.

PREFERRED QUALIFICATIONS

• Master’s degree in Human Resources or MBA.
• HR certification a plus (e.g., SHRM-SCP, GPHR, SPHR).
• Knowledge of global employment laws.
• Understanding of healthcare labor relations.
• Healthcare industry HR and/or managed services HR experience strongly preferred.
• Experience working in matrixed, complex, or high-growth organizations that are geographically dispersed.
• Professional services and/or consulting experience.
• Understanding of benefits and compensation.

CORE COMPETENCIES

• Strategic visionary thinker with strong business acumen
• Executive presence and strong influencing skills
• Data-driven decision making
• Change leadership
• Employee and labor relations and coaching capability
• Organizational effectiveness and problem-solving
• Ability to thrive in a fast-paced, high-growth business environment

WHAT SUCCESS LOOKS LIKE

• Strong alignment between talent strategy and business objectives within the Healthcare Industry Managed Services business
• Proactive approach to delivering value and impact related to employee engagement, talent management, and leadership effectiveness
• Credible HR leader with demonstrated and in-depth expertise in the field of human resources
• Effective collaboration with global HRBP leaders and team members
• Proactive management of employee and labor relations matters
• A high-performance, inclusive culture that supports business growth and service excellence

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COMPENSATION

• The estimated base salary range for this job is $130,000-$185,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $156,000-$222,000. The job is also eligible to participate in Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.

LOCATION

United States of America