HR Business Partner (HRBP)

We exist for workers and their employers -- who are the backbone of our economy.  That is where Centivo comes in -- our mission is to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills.

As Centivo has grown, our People team has taken on additional responsibilities. We are currently launching multiple initiatives in the L&D and Knowledge Management areas while continuing to provide people & organizational support to all business units.

We are looking to add an HR Business Partner (HRBP, People & Org Partner, or POP, here) to support a portion of our business units, departments and business leaders.

The ideal candidate would be looking for a role in a progressive organization where they are expected to be a carrier of culture and role model of the company values while serving to translate strategic people objectives into flawless execution in partnership with the Chief People Officer, Vice President of People Ops and the rest of the People team.

Responsibilities Include:

• Serve as the dedicated people partner for assigned departments and their leadership teams — proactively identifying organizational needs, diagnosing talent gaps, and co-designing people solutions that drive business performance.

• Translate departmental goals into actionable people strategies and act as a thought partner to business leaders building high-performing teams, drawing on data and industry best practices to shape decisions about structure, spans of control, and role design.

• Lead and own talent acquisition for assigned departments partnering with hiring managers to define role requirements, craft compelling job profiles, and onboarding processes that lead to strong quality of hire and culture fit.

• Track and analyze quality-of-hire metrics and candidate experience data to continuously improve our talent acquisition approach.

• Provide day-to-day coaching and HR consultation to team members, managers, and directors, supporting performance management, employee relations, engagement, growth, and retention.

• Partner with leaders to identify patterns in engagement and performance data.

• Develop and coach managers on how to use feedback, recognition, and development conversations to build a culture of accountability, growth, and belonging.

• Help sustain and drive a culture of high engagement, inclusion, and belonging where our values — Resilient, Uncommon, Positive — are genuinely lived and demonstrated.

• Serve as an internal SME for an assigned HR sub-specialty (e.g., leaves of absence, performance management, benefits, talent acquisition) developing deep expertise and sharing knowledge across the People team.

• Collaborate on People team projects and annual priorities — executing independently on assigned workstreams and leading on select initiatives.

• Model a forward-thinking, technology-positive mindset that positions Centivo's People function as a modern, scalable operation, championing the adoption of AI-powered tools and automation within People team workflows.

• Evaluate and pilot emerging HR technology solutions that enhance operational efficiency and reduce manual effort, enabling the People team to focus on higher-value strategic work.

• Leverage data to inform headcount planning, role scoping, and organizational design in collaboration with Finance and functional leaders.

• Ensure ongoing HR compliance across federal, state, and local employment requirements for assigned departments, proactively flagging risk and recommending corrective action.

Qualifications & Experience

• 5 years of experience in a HRBP or People Operations role with demonstrated growth in strategic scope and business impact.

• Proven ability to serve as a trusted advisor to people leaders, influencing decisions through insight, empathy, and expertise.

• Experienced with at least one HRIS and ATS system

• Familiarity with progressive talent acquisition strategies.

• Critical thinker — you evaluate situations from multiple angles, question assumptions, and bring structured reasoning to complex or ambiguous people challenges rather than defaulting to the most obvious answer.

• Strong problem solver — you diagnose root causes rather than treating symptoms, drawing on data, relationships, and HR expertise to develop practical solutions that stick.

• Comfortable with ambiguity — in a fast-moving, high-growth environment where the path isn’t always clear, you stay calm, work with incomplete information, and take action while remaining open to adjusting course.

• Reliable and detail-oriented enough to keep track of competing commitments and due dates so that you can meet them (or raise issues when you can’t)

• Strong on learning and growth orientation, as demonstrated by being resourceful & curious to research and dig into areas that you haven’t yet mastered

• Flexible so when priorities within the organization or department change, you raise any concerns with delivering what we’ve already promised so we can work through them

• Sensitive and aware that we need to demonstrate a high degree of confidentiality in interpersonal interactions

• Strong written and oral communication skills

• Fluent in Excel – eg pivot tables, v-lookups, conditional formatting should be within your existing toolbox and not things you need to learn/relearn

• Experimenting with AI tools and leveraging automation opportunities

Preferred Qualifications:

• Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field strongly preferred. Master's degree may be accepted in lieu of some of the required years of experience.

• Experience in a high-growth startup or scale-up environment is strongly preferred.

• Familiarity with people analytics tools, HR dashboards, or workforce planning software.

Growth Orientation Skills

• Learning Agility & Continuous Development - Embraces lifelong learning, actively seeks to develop new skills, and believes intelligence and abilities can be improved through effort and practice rather than viewing them as fixed traits.

• Resilience & Challenge Orientation - Views setbacks as temporary learning opportunities, embraces challenging tasks as chances to grow, and persists through obstacles by experimenting with different approaches and solutions.

• Feedback Receptiveness & Self-Improvement - Values constructive criticism as information for growth, sees feedback as an opportunity to improve and develop new systems, rather than perceiving it as personal attacks or threats.

• Creative Risk-Taking & Innovation Focus - Takes calculated creative risks as ways to innovate and improve, focuses on the journey of continual improvement rather than just measurable accomplishments, and views others' success as inspiration rather than competition.

Leadership Skills:

• Business Acumen – A keenness and quickness in understanding and dealing with a business situation (risks and opportunities) in a manner that is likely to lead to a good outcome. Critical to this is an ability to think beyond their own function.​

• Accountability & Execution – Taking ownership of actions, following through on commitments, actively carrying out tasks, monitoring progress, delivering results as promised, and being answerable for positive and negative outcomes.

• Strategist Mindset - The ability see and articulate the bigger picture, thinking proactively and anticipating both opportunities and obstacles in the context of setting direction and maintain alignment to long-term company goals.

• Systems Thinking– The ability to see and articulate the patterns, interconnections and interdependencies within a system

• Process Orientation – The ability to see and articulate the sequential flow of activities, including anticipating impacts upstream and downstream when processes are changed.

• Flexibility/Working through Ambiguity – Tendency to be energized by new experiences/perspectives, working with both data and fragmented information to arrive at practical, effective, actionable next steps.​

Leadership Behaviors:

• Communicate – Managers discuss the company’s vision and strategies, the department’s direction and goals, and in times of crisis, what we know and don’t know to make sure team members know what they need to know.

• Clarify – As managers, it’s up to us to clarify what good looks like. What do we expect? What do our clients, customers or colleagues need? If our teams are not performing as expected, managers must clarify expectations and ensure understanding.

• Coach – Managers provide recognition and feedback; help team members find solutions to challenges; amplify good and filter weaker aspects of organizational culture and the work as they coach employees in their day-to-day performance and their growth and career development.

• Connect – Managers help our teams see their collective purpose and how their work connects to the greater whole. We connect people within our company and network.

• Customize – As managers, we need to understand what makes each team member unique, and then customize, tailor and adapt how we support them.

Centivo Values:

• Resilient – This is wicked hard. There is no easy button for healthcare affordability. Luckily, the mission makes it worth it and sustains us when things are tough. Being resilient ensures we don’t give up.

• Uncommon - The status quo stinks so we had to go out and build something better. We know the healthcare system. It isn't working for members, employers, and providers. So we're building it from scratch, from the ground up. Our focus is on making things better for them while also improving clinical results - which is bold and uncommon.

• Positive – We care about each other. It takes energy to do hard stuff, build something better and to be resilient and unconventional while doing it. Because of that, we make sure we give kudos freely and feedback with care. When our tank gets low, a team member is there to be a source of new energy. We celebrate together. We are supportive, generous, humble, and positive.

Who we are:

Centivo is an innovative health plan for self-funded employers on a mission to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Anchored around a primary care based ACO model, Centivo saves employers 15 to 30 percent compared to traditional insurance carriers. Employees also realize significant savings through our free primary care (including virtual), predictable copay and no-deductible benefit plan design. Centivo works with employers ranging in size from 51 employees to Fortune 500 companies. For more information, visit centivo.com.

Headquartered in Buffalo, NY with offices in New York City and Buffalo, Centivo is backed by leading healthcare and technology investors, including a recent round of investment from Morgan Health, a business unit of JPMorgan Chase & Co.