Human Resources Business Partner

American College of Cardiology • DC, DC

7d

About The Position

The HR Business Partner (HRBP) is a key member of the Human Resources team and serves as the primary day-to-day HR contact for assigned business units. The role provides full lifecycle recruiting for all job levels and supports employees and leaders as an employee champion and change agent, helping cultivate a positive, equitable, and engaging workplace.

Working closely with the Director, HR Business Partners, the HRBP designs and implements strategic recruiting programs and tools to attract, develop, and retain talent. In partnership with HR colleagues and business leaders, the position aligns HR initiatives with organizational priorities and supports the employee experience throughout the hire-to-retire lifecycle. The HRBP also provides guidance on HR policies, compensation, training and development, performance management, onboarding, and other organizational initiatives.

Requirements

• Bachelor’s degree in Business, HR, or a related field.
• At least 7 years of experience in full lifecycle recruiting across all levels in a business or mid-to-large association environment.
• Experience providing the full range of Human Resources functions as a strategic business partner in a fast-paced, changing organization.
• Proven success recruiting for market-sensitive, difficult-to-fill, or unique positions.
• Expert knowledge of full lifecycle recruiting, including sourcing, qualifying, networking, interviewing and assessing, legal considerations, job analysis, wage and salary trends, offer negotiation, and relationship management.
• Ability to manage relationships effectively across all levels of an organization.
• Ability and willingness to provide peer development coaching and guidance to HR team members.
• Excellent project management, organizational, and time management skills.
• Strong initiative and sound judgment.
• Ability to handle sensitive and confidential information appropriately.
• Extensive experience using and managing applicant tracking technology.
• Advanced Microsoft Office skills, including Word, Excel, and Outlook.
• Excellent verbal and written communication skills.
• Strong presentation and facilitation skills.
• Strong work ethic, team orientation, and ability to integrate with the HR team.
• Working knowledge and application of relevant laws and regulations, including EEO/AA, FLSA, FMLA, ADA, ERISA, Title VII, and COBRA.
• Strong analytical and problem-solving skills.

Nice To Haves

• Master’s degree.
• PHR designation or SHRM-CP certification.
• Experience recruiting in or for healthcare organizations or associations.

Responsibilities

• Manage relationships with internal clients, professional organizations, external partners, and vendors.
• Provide full lifecycle recruiting for positions at all levels and temporary employee requests across multiple business units.
• Partner with hiring managers on recruiting strategies for current vacancies and future staffing needs, and coach managers on interviewing techniques and legal hiring considerations.
• Work with the Director, HR Business Partners to develop and implement strategic recruitment programs and tools, and strengthen ACC’s visibility and reputation in recruiting channels.
• Manage the applicant tracking process and system.
• Manage job description and position management processes.
• Manage internal job postings and the employee referral program.
• Collaborate with business units and HR colleagues on action plans for training and development, performance management, and company-wide initiatives.
• Provide HR policy guidance and interpretation to team leaders and staff, and support policy compliance.
• Conduct compensation analyses to assess industry alignment, internal equity, and organizational objectives.
• Analyze exit interviews and other data and recommend actions to business unit leaders and the HR team.
• Serve as a point of contact for employees and business units on HR-related needs.
• Partner with HR colleagues and business leaders on strategies to enhance the employee experience throughout the hire-to-retire lifecycle.
• Support and improve onboarding programs for new employees and team leaders.
• Support the evolving Non-Discrimination Plan Strategy.
• Perform additional duties and contribute to special projects as assigned.

Benefits

• Medical, dental, vision, basic life, short- and long-term disability insurance, and supplemental insurance options.
• Generous paid time off, including pre-loaded vacation and sick leave.
• 12 holidays and an organizational shutdown during the last week of the year.
• Parental leave.
• Two community service days.
• Half-day summer Fridays.
• Tuition assistance.
• A 10% retirement contribution after one year of service.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior