HR Business Partner

Job Description

HR Business Partner | Milliman

The Tone:
This is a full-time, remote role at Milliman. Milliman delivers market-leading services and solutions worldwide, helping companies address critical issues in retirement funding, healthcare financing, risk management, regulatory compliance, data analytics, and business transformation. This HR Business Partner role is vital for strengthening the company’s culture by developing strategies that support employee retention, performance management, and high engagement across practices. The position provides both strategic and operational human resources support to various areas of the business.

The TL;DR
• Role: Full Time
• Type: Full-time
• Location: Remote
• Pay: $85100–$161575 yearly
• Team: HR Business Partner Team at Milliman Global Corporate Services (GCS)
• Mission: Strengthen company culture by partnering with practices to support retention, performance management, and high employee engagement.
• Tech Stack: UKG

What You’ll Actually Do
• Partnership Development: Build strong business partner relationships with executives, management, and teams by understanding their goals and challenges, then identify and develop solutions for systemic issues.
• Strategic Guidance: Provide advice to executives and support management teams in areas such as organizational effectiveness, workforce planning, employee engagement, performance management, training, and development.
• People Strategy: Analyze HR trends and metrics, including exit interviews, turnover data, and engagement results, to partner with practice leaders in developing effective and consistent people solutions, programs, and policies.
• Employee Relations Management: Coach and counsel managers on maintaining positive employee relations, provide support for Performance Improvement Plans (PIPs) and involuntary terminations, and conduct investigations for complex employee relations issues.
• Project Leadership: Drive key HR team projects by taking a leadership role, managing project efforts, including scheduling and resources, ensuring accountability for deliverables, and identifying opportunities for process improvement.

The Must-Haves
• Background: Bachelor’s degree and/or relevant industry experience. Must have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion, performance management, and respective state and federal employment laws.
• Experience: Minimum 10 years’ experience in resolving complex employee relations issues. Must have previous experience with organizational design.
• Skills & Certifications: Must have a SHRM Certified Professional (SHRM-CP) credential or be HRCI Certified. Possess strong communication skills and a professional, consultative approach when working with all levels of staff, demonstrating a strong ability to influence decisions, build alignment, and drive outcomes. Ability to handle confidential and sensitive information professionally and diplomatically, manage multiple priorities, and exercise strong judgment and adaptability in autonomous and ambiguous environments.