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.

Summary of role:

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 and need to free up our Director of People Ops to focus on those. Accordingly, we are looking to add a Senior Manager of People Ops who would report to our Chief People Officer and be appropriately autonomous requiring minimal guidance or direction from our Director of People Ops while she focuses on these key initiatives for 2025. The two roles would split the business partnering work by allocating department/leaders to each, and the Sr Manager People Ops would also serve as an internal expert on automation opportunities and on talent acquisition.

The role is perfect for someone looking to move into a senior manager/director level role where they would lead the people ops function in the role of the direct business partner to a portion of our 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 and our Director of People Ops.

Responsibilities Include:

• Serve as the business partner for a subset of departments as well as the business partner for the leadership team in those same departments

• Provide day to day human resources support and consultation across the business, supporting staff, managers and directors.

• Serve as role model to the business and a guide and advocate to help the People team move toward greater automation, as the business seeks to do the same across the enterprise

• Ensure our talent acquisition and onboarding processes lead to strong quality of hire metrics, leveraging automation where possible

• Work to enhance and maintain our People team policies and procedures.

• Support HR compliance requirements, ensuring we’re on top of all federal, state and local employment requirements.

Qualifications:

• 5 years of experience in HRBP/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:

• 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.