Director, HR Business Partner

Omada Health is a mission-driven virtual healthcare company that combines clinical expertise, technology, and human-centered care to improve outcomes at scale. The Director, HR Business Partner serves as a trusted advisor and strategic partner to leaders within Commercial, Corporate Strategy & Ops, and Finance, aligning people strategy with business priorities and helping to build high-performing teams. This role involves expertise in organizational design, talent strategy, and AI fluency to support effective collaboration between humans and AI.

Responsibilities:

• Serve as a strategic HR partner to business leaders within Commercial, Corporate Strategy & Ops, and Finance, building trust and shaping people strategies that enable business performance, growth, and organizational health.​
• Act as an organization architect, not only an advisor, by leading and partnering on role clarity, team design, spans and layers, decision-rights clarity, and operating model evolution to improve agility and execution
• Lead strategic and operational workforce planning and capability planning, translating business strategy and transformation priorities into implications for future skills, critical roles, talent risks, and redeployment or reskilling needs
• Guide leaders through AI-related workforce change, including redesigning roles, workflows, and team structures to support effective human and AI collaboration
• Apply sound judgment to AI-enabled people decisions by helping leaders assess risks, bias, governance considerations, manager impact, and employee experience implications
• Use people data, workforce insights, and business context to influence leadership decisions and recommend practical actions that improve organizational and talent outcomes
• Lead and partner on change navigation efforts tied to growth, restructuring, new operating models, technology adoption, and process improvement
• Coach leaders and managers on leadership effectiveness, team performance, talent decisions, organizational dynamics, and readiness for change.​
• Use AI tools and automation thoughtfully to streamline HRBP workflows (for example, drafting communications, analyzing people data, preparing leadership materials, and scenario modeling) so more capacity is available for high-judgment, strategic work
• Partner with leaders to assess talent, strengthen succession pipelines, and accelerate development for critical capabilities and leadership roles.​
• Collaborate with People & Culture centers of excellence to deliver integrated solutions across talent acquisition, total rewards, performance management, learning, and employee relations, ensuring workforce implications are translated into coordinated action
• In partnership with Employee Relations, provide guidance on complex people issues, balancing risk management, employee experience, compliance, and organizational effectiveness.​
• Help establish a disciplined approach to measuring the impact of P&C strategies, including progress on organizational effectiveness, talent health, capability readiness, and adoption of new ways of working

Requirements:

• 10+ years HR business partnering experience, including meaningful experience supporting leaders in fast-changing environments
• Experience supporting Commercial, Sales, Marketing and Finance teams is a plus
• Demonstrated success influencing leaders and translating business strategy into people, organization, and talent priorities
• Deep expertise in organizational design/development, leadership coaching, change management, talent strategy, and organizational effectiveness
• Strong AI fluency, including the ability to diagnose how AI changes work, jobs, skills, workflows, and team design; guide leaders on when work should be automated, redesigned, redeployed, or remain human-led; and identify where human judgment, oversight, or new roles are required
• Strong strategic workforce planning capability, including the ability to translate future capability questions into practical sequencing, talent, resourcing, and organization design implications
• Strong analytical mindset and comfort using people data, business data, and AI-enabled insights to inform recommendations
• Demonstrated experience using AI tools in day-to-day HR or business partnering work to increase efficiency, quality, or insight (for example, leveraging generative AI for analysis, drafting, or scenario exploration, while exercising strong judgment on when and how to use it)
• Excellent communication, facilitation, and stakeholder management skills, with the ability to challenge assumptions constructively and build alignment across diverse leaders
• High judgment, especially in ambiguous and fast-moving environments, along with a practical, collaborative, and action-oriented approach
• A systems-thinking orientation that connects workflow design, manager experience, capability building, employee experience, and people-system implications
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience
• Ability to work during core business hours (8:00am PST to 5:00 PST) and flex after hours depending on business needs; travel up to 25 - 30% domestically and seasonally as needed