HR Business Partner

Kennedy Krieger Institute•Baltimore, MD

13d

About The Position

Overview The Human Resources Business Partner I (HRBP I) functions as a strategic partner to designated departments and provides guidance on policy interpretation, employment law, and compliance. The incumbent supports onboarding, performance management, employee relations, workplace investigations, and engagement strategies, and contributes to organizational initiatives such as workforce planning, training, learning and development, policy development, and employee feedback analysis. This position plays a key role in representing the organization internally to employees across the Institute and in external proceedings as needed, and serves as a backup in the absence of other HRBP team members in supporting their departments.

Requirements

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resources Management Certified Professional (SHRM-CP), or Society for Human Resources Management Senior Certified Professional (SHRM-SCP) certification required.
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field is required.
Minimum three years of experience as a Human Resources Generalist or Human Resources Business Partner is required.

Nice To Haves

Certification in mediation strategies is preferred.
Master’s degree preferred.
Experience in a healthcare, academic, or research setting is preferred.

Responsibilities

Interpret and advise employees and management on the application of Human Resources (HR) policies, procedures, employment laws, accreditation standards, and government regulations.
Serve as a day-to-day advisor to managers on performance management, employee coaching, corrective action, disciplinary procedures, and documentation. Participate in termination meetings and ensure compliance with internal protocol.
Support managers and employees in improving engagement, work relationships, morale, productivity, and retention.
Manage and resolve employee relations matters by conducting thorough investigations. Deliver recommendations and well-documented solutions-focused outcomes. Mediate interpersonal issues between employees with a focus on resolving disputes amicably. Partner with legal counsel as needed/required.
Collaborate with department leadership and Human Resources teams to support departmental restructures, workforce planning, succession planning, and change management. Serve as a strategic partner in aligning HR practices with departmental and organization goals.
Collaboration with the HRBP team and departmental leaders to create and facilitate employee training and development initiatives. Reinforce core HR learning content, and provide input on training effectiveness based on data, observed departmental needs, and outcomes.
Review and recommend revisions to existing practices, policies, standard operating procedures, and the Employee Handbook.
Collaborate with other HR teams to support the design, communication, roll out, and administration of employee surveys. Analyze metrics, identify trends, share feedback with department leaders, and assess opportunities for organizational interventions (e.g., training, team building, individual coaching needs, policies, or changes to benefits and compensation practices) aligned with departmental and Institute objectives.
Serve as a liaison and public face facilitating engagement between the Human Resources department and individual programs/departments across the Institute. Regularly meet with employees across assigned Kennedy Krieger Institute departments and model a professional Human Resources presence throughout the Institute’s community.
Support and provide guidance to other HRBP I staff to ensure consistency in policy and procedure interpretation, communication of best practices, and alignment with standard operating procedures of the Human Resources department.
Facilitate presentations and provide support as needed during New Employee Orientation.
Prepare necessary documents and represent the Institute at unemployment hearings as needed.
Serve as a backup to assigned HRBP, providing guidance, support, and strategic partnership in alignment with assigned department support.