Experience healthcare without the headaches. Included Health can help you get care for colds, bills, anxiety, and everything in between with personalized virtual care, benefits navigation, and member advocacy. Backed by Greylock.
About the role
Serve as a primary point of contact and trusted advisor for leaders within the Care organization, including coaching and partnering with Supervisors and Managers on people-related matters. Own performance-management work for assigned leaders and teams, including ongoing coaching, documentation, corrective action, performance improvement plans, annual and related follow-through.
What they're looking for
- 2+ years of progressive experience in HR business partnering, employee relations, or performance management
- Experience working in high-volume, frontline, or contact center environments, including support for non-exempt employees
- Demonstrated ability to coach and advise leaders through performance management, including feedback, documentation, corrective action, and performance improvement plans
- Strong understanding of employment laws and HR best practices
- Proven ability to build trusted, collaborative relationships and influence leaders across levels and functions, providing clear, direct, and practical advice
- Strong problem-solving and communication skills, including the ability to manage expectations, translate complex issues into practical recommendations, and move work to resolution
More about this role
This role partners closely with Supervisors and Managers across a large non-exempt population to build a high-performing, inclusive workplace. The ideal candidate is collaborative, comfortable with ambiguity and shifting priorities, and able to take strong ownership of performance-management and ADA work from initial leader consultation through resolution and follow-through.
Serve as a primary point of contact and trusted advisor for leaders within the Care organization, including coaching and partnering with Supervisors and Managers on people-related matters.
Own performance-management work for assigned leaders and teams, including ongoing coaching, documentation, corrective action, performance improvement plans, annual and related follow-through.
Advise leaders through complex performance, conduct, and policy matters, helping them assess risk, determine an appropriate path forward, and communicate clearly and consistently.
Strengthen leader capability by providing practical guidance, coaching, tools, and real-time feedback on effective performance management, difficult conversations, documentation, and expectation setting.
Manage expectations effectively with leaders and...
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