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As Centivo has grown, our Chief People Officer has taken on additional responsibilities and we are looking for a Head of People Ops. The role is perfect for someone looking to move into a senior manager/director level role where they would lead the People & Org Partners (currently two) who provide business partner support to various departments and their leaders, while serving as the direct business partner a set of other departments and business leaders.

Over time, as we grow, the ideal individual would take on additional responsibilities for leading, coaching, and overseeing all of the business partners as well as potentially other aspects of the People Team.

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.

Responsibilities Include:

• Serve as the business partner for a subset of departments as well as the business partner for the leadership team of VPs.
• Provide day to day leadership to the People & Org Partners (HRBPs) that provide human resources support and consultation across the business, supporting staff, managers and directors.
• Ensure our talent acquisition and onboarding processes lead to strong quality of hire metrics.
• Lead our DEIB and engagement processes
• Work to enhance and maintain our People team policies and procedures.
• Own all HR compliance requirements, ensuring we’re on top of all federal , state and local employment requirements.

Qualifications:

Required Skills and Abilities:

• Strategic Thinking – Knack for sorting through clutter to find the best route, often by pulling up from the current complexity to identify patterns that guide future direction and allow one to narrow the options and articulate the options from which others can work backward.
• 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.
• Systems/Analytical Thinking – Demonstrates the ability to think fluidly and integrate information. Able to anticipate non-linear and non-obvious relationships. Often includes an ability to think holistically/conceptually – very powerful when accompanied by ability to communicate & clarify tactically.
• Flexibility/Working through Ambiguity – Tendency to be energized by new experiences/perspectives that test assumptions and thinking. Considers different points of view, sometimes with fragmented information, to arrive at practical, effective, actionable next steps.
• Inclusion & Belonging - Commitment and familiarity with practices around diversity, equity inclusion and belonging and willingness to learn more.
• Communication - Excellent verbal and written communication skills; ability to speak clearly and concisely, conveying complex or technical information in a manner that others can understand, as well as ability to understand and interpret complex information form others, including but not limited to reimbursement policy standards
• Technical - Strong proficiency in MS Office, particularly Word and Excel, and experience using HR tech
• Compliance - Broad knowledge of federal, state and local labor laws, practices and procedures, and current best practice pertaining to total rewards administration and development.

Education and Experience:

• 5 years of experience in Human Resources/People Operations role

Preferred Qualifications:

• Bachelors degree in Human Resources or related field strongly preferred
• Experience in a high-growth startup is strongly preferred.

Work Location:

• This is a Buffalo-based position with the expectation of 4 days in office as well as the ability to flexibly work from home on an ad hoc basis.

Leadership Skills & Behaviors:

• Strategic Thinking – Knack for sorting through clutter to find the best route, often by pulling up from the current complexity to identify patterns that guide future direction and allow one to narrow the options and articulate the options from which others can work backward.
• 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.
• Systems/Analytical Thinking – Demonstrates the ability to think fluidly and integrate information. Able to anticipate non-linear and non-obvious relationships. Often includes an ability to think holistically/conceptually – very powerful when accompanied by ability to communicate & clarify tactically.
• Flexibility/Working through Ambiguity – Tendency to be energized by new experiences/perspectives that test assumptions and thinking. Considers different points of view, sometimes with fragmented information, to arrive at practical, effective, actionable next steps.
• 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.