Compensation Overview

Note: This is a hybrid role requiring 2 days in the Bowie, MD office between the days of Monday-Wednesday.

Overview:  The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters including the investigation and resolution of issues as well as the identification of organizational issues driving ER concerns. This role requires an experienced Human Resources professional with a strong background in ER who is adept at engaging and working in close partnership with senior and executive leaders and front-line managers and supervisors. Additionally, the Principal HRBP leverages broad and deep experience to drive improvements around employee performance while working with employees in many different roles and levels of the organization. The Principal HRBP is highly organized and thrives in a fast-paced, multi-matrix environment and can manage the full spectrum of HR and ER tasks with minimal direction.

Duties and Responsibilities:

• Functions as the HRBP lead and subject matter expert for employee relations matters.
• Investigates employee allegations of violations of Company policy or applicable law. Activities will include interviewing witnesses, gathering, and reviewing relevant documents, analyzing, and synthesizing the information gathered to determine the facts, assessing witness credibility, preparing a concise investigation report, making recommendations to management for remedial action, updating the case tracking system and assisting with reporting and analytics.
• Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy.
• Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans.
• Collects data on workplace issues and incidents and prepares analysis to assist the Human Resources Leadership team’s understanding of trends and systemic issues.
• Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed.
• Leads the process to collect information from exiting employees in order to identify trends and opportunities for improvement.

• Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices.
• Provides support and advice to department leaders on methods and approaches to resolve employee performance issues and support employee development efforts, and engages legal advisors as needed.
• Administers corporate Human Resources policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies.
• Participates in the development and updating of Human Resources programs and procedures to communicate and effectively implement to the organization.
• Analyze trends and metrics to develop solutions, programs, and policies.
• Maintain compliance with Inovalon’s policies, procedures, and mission statement.
• Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon’s Operating Policies and Procedures in all ways and at all times concerning any aspect of the data handled or services rendered in the undertaking of the position; and
• Fulfill those responsibilities and duties that Inovalon may provide to achieve the operational and financial success of the Company.

Job Requirements:

• Minimum of ten (10) years’ of progressively responsible and complex HR experience.
• Expert level understanding of common Human Resources concepts, systems, procedures, and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.).

• Minimum five (5) years of relevant employee relations experience.
• Well versed working knowledge of federal and state and local employment laws.
• Advanced workplace investigations skills.
• Experience conducting investigations with staff at all levels across an organization.
• Experience advising, counseling, and making recommendations to management on a broad range of HR related matters.
• Ability to gather, analyze and synthesize information and data from multiple sources, and summarize investigative findings clearly and concisely in writing.
• Excellent interpersonal, oral, and written communication skills.
• Highly organized, detail orientated and results-driven follow-up and follow-through abilities.

• Exceptional and effective verbal and written and communication skills; must be comfortable handling difficult conversations and able to adapt communications to all levels of the organization.
• Must be proficient in Microsoft Office, particularly Excel, Word, and PowerPoint.
• Demonstrate a moderate-to-elevated level of confidence and competence in sourcing, analyzing, and interpreting workforce and HR-related data.
• Must enjoy a fast-paced and continuously changing environment and be able to handle multiple priorities simultaneously without continuous direction effectively.
• Must effectively and consistently maintain and operate with the highest levels of confidentiality and discretion.

Education:

• Bachelor’s Degree in relevant field required.
• Formal HR certifications are strongly preferred, specifically PHR/SPHR or SHRM-CP/SHRM-SCP.
• Formal training aligned to Employee Relations, Employment Law, and Investigations required.

Physical Demands and Work Environment:

• Sedentary work (i.e., sitting for extended periods).
• Frequently or constantly move objects and repetitive motions.
• Subject to inside environmental conditions.
• Travel for this position will include up to 15%, usually for training purposes or in-person meetings in corporate offices.