Human Resources Business Partner

American College of Obstetricians and Gynecologists•Washington, DC

5h•$95,000 - $103,000•Hybrid

About The Position

The HR Business Partner (HRBP) aligns business objectives with employees and leadership to support organizational effectiveness and positive employee experience. This role works closely with the Senior Director, Human Resources and to deliver value-added HR programs that support ACOG’s mission, culture, and strategic goals. This position has primary responsibility for Learning & Organizational Development (LOD), HR compliance, employee recognition, performance management, HR data and analytics, while also supporting broader HRBP initiatives. The HRBP partners up with the Associate HRBPs on benefits, total compensation, talent management processes, including recruitment, onboarding, employee development, and offboarding. Note: This position is considered Hybrid and will need to commute to ACOG's office located in Washington, D.C.

Requirements

Excellent verbal and written communication skills
Strong interpersonal and excellent customer service skills
Exceptional organizational skills with keen attention to detail, management experience
Experience in conflict resolution, organizational development, training, benefits, talent acquisition, and compensation
Ability to work independently and collaboratively as part of a team
Proficient in Microsoft Office Suite and other related software
Availability: minimum of 3 days per week on-site in Washington, DC
Bachelor’s degree required, nonprofit experience required.
Minimum 5 years related experience

Nice To Haves

Human Resources certification (SHRM, PHR, etc.), preferred

Responsibilities

Partner with the Senior Director, Human Resources, to support organizational initiatives, programs, and policy changes while strengthening organizational culture.
Partner with the Senior Director, Human Resources to provide guidance and support on employee relations matters, ensuring consistent, fair, and compliant application of HR policies and practices.
Work closely with people managers and employees to improve working relationships, engagement, morale, productivity, and retention.
Develop, implement, and maintain ACOG’s Learning and Organizational Development (LOD) strategy, including leadership development, manager training, and employee development programs.
Identify organization-wide and individual training needs through data analysis, feedback, and collaboration with leadership.
Design and deliver learning programs, workshops, and resources to support performance, compliance, and professional growth.
Maintain and track completion of mandatory and compliance-related training.
Lead and manage the annual performance review cycle, including mid-year check-ins, performance evaluations, timelines, and communications.
Coach and advise managers on goal setting, feedback, performance improvement plans, and follow-up actions. Conducts regular quarterly check-ins with People Managers.
Partner with the Senior Director, Human Resources to design, implement, and administer employee recognition programs that reinforce organizational values and performance expectations.
Maintain in-depth knowledge of federal, state, and local employment laws and regulations to ensure organizational compliance and minimize risk.
Update and maintain personnel policies, procedures, and employee handbook content in alignment with legal requirements and HR best practices.
Develop and maintain HR dashboards, reports, and analytics related to workforce metrics, training completion, performance management, engagement, and compliance.
Analyze HR data to identify trends, risks, and opportunities, and provide actionable insights to leadership.
Ensure accuracy, consistency, and integrity of HR data across systems and reports.
Partner with the Associate HRBP to support talent management processes, including recruitment, onboarding, employee development, and offboarding.
Maintain job descriptions for accuracy and alignment with organizational needs.
Conduct phone screens for Director-level and above positions and provide backup support for new hire orientation as needed.
Lead or support cross-functional HR projects as assigned.
Perform other duties as required.