Datavant is a rapidly growing health information technology company with a mission to connect the world’s health data to improve patient outcomes. Datavant works to reduce the friction of data sharing across the healthcare industry by building technology that protects the privacy of patients while supporting the linkage of patient health records across datasets.

By joining Datavant today, you’re stepping onto a highly collaborative, remote-first team that is passionate about creating transformative change in healthcare. We hire for three traits: we want people who are smart, nice, and get things done. We invest in our people and believe in hiring for high-potential and humble individuals who can rapidly grow their responsibilities as the company scales. Datavant is a distributed, remote-first team, and we empower Datavanters to shape their working environment in a way that suits their needs. Read more about our culture and benefits here!

Datavant is looking for a strategic People Business Partner who is driven, creative and an empathic thinker who holds themselves and their colleagues accountable to bold goals. The ideal candidate will be excited to build the next generation of the organization’s talent and support our transformation and post-merger integration.

In this role, you’ll be an integral partner and coach for our leaders to build high-performance, growth-oriented teams that achieve business objectives and organizational goals. You will wear multiple hats, but ultimately this role is about problem-solving sensitive and sometimes ambiguous organizational challenges with the right mix of strategy and empathy.

This role supports our LEPS teams: Life Sciences, Ecosystem, and Public Sector

You will:

Partner and collaborate with the leadership team and employees to provide guidance on employee-related and organizational matters. Communicate effectively at all levels across the organization.
Act as an advocate for business strategy, culture, and values, demonstrating enthusiasm for assessing the current status quo within the business unit. Play a key role in developing and influencing solutions that drive results and foster continuous improvement.
Monitor the organizational culture and identify areas of celebration and concern based on factual information. Lead focus groups to understand the pulse of the organization.
Execute strategies, initiatives, and projects aligned with business objectives. Collaborate closely with stakeholders to achieve desired results.
Provide day-to-day guidance to leaders and employees, including coaching, counseling, career development, investigations, and disciplinary actions.
Analyze trends and metrics in collaboration with the HR team and business unit leaders. Develop solutions, programs, and policies based on insights.
Serve as a trusted thought partner to business leaders on all things People strategy. This People leader will be the go-to coach on puzzles ranging from organizational design and succession planning to guiding leaders through conflict resolution.
Successfully partner with teams to blend strategy, change management, and effective program development that aligns with Datavant’s growth plans.
Lead change in the face of organizational hypergrowth including reorganizations, remote rewiring, cultural integration post-merger and acquisition.
Ability to work in dynamic environments including previous experience working in similar agile environments and staying up on cutting-edge trends in the People industry.
Provide day-to-day performance management and organizational effectiveness guidance to managers so they can build high performance teams with inclusive cultures and clear expectations.
Work closely with leadership, management, and employees to improve work relationships, build morale, and increase productivity and retention.
Provide guidance and interpretation of existing company policies and administer core processes like retention agreements and investigations.
Ability to identify talent gaps and develop and mentor future leaders.
Serve as a role-model of the behaviors and culture of mutual respect, bias toward action, and world-class follow-through.
Bring operational excellence including the ability to drive, deliver and improve upon strong People processes. Comfortable operating on a tactical and strategic level.

What you will bring to the table:

Passion for people, commitment to inclusion, and a desire to drive company strategy through the People function.
7+ years of experience in Human Resources/People function
Ability to adapt to and lead change with a positive attitude
Demonstrated ability to effectively prioritize and execute tasks while under pressure
Excellent written and verbal communication skills
Advanced skills with Microsoft Excel or Google Sheets.
Experience working with a Human Capital Management system; Oracle HR experience is a plus.

Bonus points if:

You have experience working in the Healthcare Tech space

We are committed to building a diverse team of Datavanters who are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.

Our compensation philosophy is to be externally competitive, internally fair, and not win or lose on compensation. Salary ranges for this position are developed with the support of benchmarks and industry best practices.

We’re building a high-growth, high-autonomy culture. We rely less on job titles and more on cultivating an environment where anyone can contribute, the best ideas win, and personal growth is driven by expanding impact. The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experience for a specific job. The estimated salary range for this role is $160,000-$190,000.

At the end of this application, you will find a set of voluntary demographic questions. If you choose to respond, your responses will be anonymous and used to help us identify areas of improvement in our recruitment process. (We can only see aggregate responses, not individual responses. In fact, we aren’t even able to see if you’ve responded or not.) Responding is your choice and it will not be used in any way in our hiring process.

Apply for this Job

* Required

First Name *

Last Name *

Email *

Phone *

Location (City)

Resume/CV *

Dropbox Google Drive

(File types: pdf, doc, docx, txt, rtf)

Cover Letter

Dropbox Google Drive

(File types: pdf, doc, docx, txt, rtf)

LinkedIn Profile *

How did you hear about this job? *

Do you now, or will you in the future, require immigration sponsorship to work at Datavant? *

Have you worked at Ciox or a Datavant affiliate? If so, who? *

Have you worked in a prior high-growth, fast-paced tech environment prior? *

Have you supported teams in the Life Science, Product, or Engineering space prior? (If yes, please share more) *

What skills would you be most excited about bringing to Datavant and the People team? *

Have you led change in the face of organizational hypergrowth? Including reorganizations, cultural integrations post-merger and acquisitions in prior roles? (Yes/No- If yes please provide an example and outcome) *

Please describe your experience in providing day-to-day performance management and organizational effectiveness guidance to managers in past roles. *

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Datavant’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Gender

Are you Hispanic/Latino?

Please identify your race

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Veteran Status

Voluntary Self-Identification of Disability

Form CC-305

Page 1 of 1

OMB Control Number 1250-0005

Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury

Disability Status

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Our system has flagged this application as potentially being associated with bot traffic. Please turn off any VPNs, clear your browser cache and cookies, or try submitting your application in a different browser. If this issue persists, please reach out to our support team via our help center.

Please complete the reCAPTCHA above.