Director, Human Resource Business Partner

The Director, Human Resource Business Partner at Omada Health plays a crucial role by serving as a strategic partner to executive leaders. Responsibilities include aligning people strategies with business objectives, leading organizational design, workforce planning, driving change initiatives, and fostering team effectiveness. This position also involves engaging in leadership capability-building and partnering with various Centers of Excellence to deliver essential HR initiatives that reflect the company’s values and culture.

Candidates for the Director, Human Resource Business Partner position at Omada Health should have at least 12 years of HR business partnering experience, with a minimum of 7 years in HR leadership roles. A Bachelor's Degree in Human Resources, Business Administration, or a related field is essential. Additionally, candidates should exhibit strong business acumen, exceptional communication skills, and a deep understanding of human resources principles.

As the Director, Human Resource Business Partner, you will contribute to Omada Health’s mission by developing strategies that enhance workforce engagement and effectiveness. Your role in facilitating change management, supporting talent development, and fostering a high-performance culture will directly impact the organization’s ability to deliver innovative health solutions and drive positive health outcomes for individuals managing chronic conditions.

At Omada Health, the company culture for the Director, Human Resource Business Partner role is characterized by collaboration, innovation, and a commitment to improving health outcomes. You'll be part of a remote-first environment that values trust, uses data for decision-making, encourages employee engagement, and promotes a culture where diverse perspectives are celebrated. Employees are supported in fostering strong relationships and developing their capabilities in a highly agile setting.

The Director, Human Resource Business Partner at Omada Health can expect a competitive salary, stock options, flexible vacation, generous parental leave, various health insurance options, and a strong work-life balance. The company also offers a Lifestyle Spending Account and support solutions for mental health, ensuring employees have the necessary resources to thrive personally and professionally in a remote-first work environment.

When answering this question, provide specific examples of how you've previously designed organizational structures to enhance efficiency. Highlight your approach to assessing current operations, collaborating with leadership for insights, and implementing strategic changes that align with business goals.

Demonstrate your understanding of change management principles by discussing your methodologies, such as using communication plans and stakeholder engagement strategies. Share success stories where you effectively guided teams through transitions and the impact on overall morale and productivity.

Discuss your holistic approach to talent management encompassing recruitment, development, and retention. Cite examples of initiatives you spearheaded that improved employee engagement, skill development, or succession planning and their positive outcomes.

To effectively answer this question, recount a specific situation where you utilized HR metrics to present a compelling case to leadership. Explain how you analyzed the data, the insights drawn from it, and how it influenced the final decision, ensuring to highlight measurable outcomes.

Provide insights into the core values that guide your philosophy including active listening, transparent communication, and reliability. Share specific examples of how you have fostered trust in past roles, ensuring that leaders and employees felt valued and heard.

Discuss your time management and prioritization skills. Provide examples showcasing how you've been able to maintain a balance between strategic planning and operational demands, demonstrating your ability to remain flexible while still achieving key business objectives.

Talk about specific programs or practices you initiated that encouraged innovative thinking among teams. Discuss the catalysts for these initiatives and the positive impacts they had, as well as any metrics used to measure success.

Explain your process for collaborating with business leaders to gain insights into their needs. Share examples of how you've developed HR strategies that reflect and support these goals, emphasizing your focus on measurable outcomes that benefit the organization.

Describe how effective communication forms the backbone of your HR practices, from stakeholder engagement to conflict resolution. Illustrate your points with examples of how open channels of communication have led to better team dynamics and understanding across levels.

Elaborate on your commitment to continuous learning through professional development, attending workshops, leveraging online resources, or networking with other HR professionals. Highlight specific formats you prefer and any recent trends you've successfully integrated into your strategic framework.