Senior HR Business Partner

USP • Rockville, MD

1d • $124,000 - $157,000 • Hybrid

About The Position

The Senior Human Resources Business Partner provides HR support to assigned client groups, ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and development. The incumbent will perform a wide range of HR activities closely engaging as a strategic business collaborator translating business strategies into HR priorities and providing advice/coaching to staff and leadership. They will also partner with key Executive Team members to ensure USP’s workforce and talent programs align to USP’s strategic plans. The Senior Human Resources Manager will drive cross-functional initiatives within the organization and is expected to play a key role in benchmarking best practices and leveraging relationships.

Requirements

• Bachelor’s degree in Human Resource Management, Social Sciences, Business or related field required.
• A minimum of 8 years of experience in HR with a minimum of 6 years in a role which included a focus on identifying areas to increase organizational effectiveness through assessing and diagnosing situations and determining most appropriate intervention.
• Experience in most areas of human resources but specifically in employee relations, organizational effectiveness, people development and compensation.
• Experience in successfully launching and managing HR/OD projects and initiatives.
• Highly developed listening skills coupled with the consistent utilization of a consultative approach.
• Effectively communicate and partner with C-level Executives to achieve results
• Excellent analytical and critical thinking skills leading to effective problem resolution, but also understands importance of intuition and instinct in the decision making process.
• Conveys a positive and professional demeanor to employees at all times and possesses a high level of integrity.
• Ability to objectively coach employees and management through complex, difficult, and emotional issues.
• Must possess well-developed interpersonal communications, negotiation, writing, speaking, and strong listening skills.
• Ability to exercise sound judgment with minimal direction/guidance but also knows when to escalate issues.
• Adept at functioning effectively within a team environment, present ideas and opinions in a respective and collegial manner
• Exceptional written and verbal communication skills with the proven ability to positively communicate, motivate, and influence at all levels in the organization.
• Exceptional customer service disposition- enabling ability to effectively coach and provide value-add consultative services
• Strong coaching, conflict resolution, relationship and team building skills
• Core knowledge of HR principles, theories and concepts and all related local and federal laws and regulations.
• Ability to scope, gain approval for and manage multiple projects simultaneously with strong results/goal orientation.
• Strong proficiency/experience with Microsoft Office programs including Word, Excel, PowerPoint.

Nice To Haves

• Advanced degree in Organization Development, HR Management, Industrial Relations, or related field a plus.
• Knowledge of OD concepts and models such as team effectiveness, change management, facilitation and leadership development.

Responsibilities

• Provides strategic HR business partnership and coaching to people managers to impact the engagement, development, and retention of talent.
• In partnership with the Equity Office, serves as an advocate for building diverse and inclusive teams.
• Acts as a trusted advisor of client leaders.
• Builds the business partner relationship with management and staff.
• Understands the business, goals, and challenges and identifies and/or helps to address systemic issues.
• Provides continuous coaching and guidance to client group regarding organizational issues that are impacting its overall effectiveness.
• Conduct appropriate diagnosis and potential interventions.
• Leads complex and multi-year projects and initiatives that enable USP’s global HR strategy to fully support the current and future strategic plans of the organization.
• Leverages relationships with members of the HR Leadership Team, ET members and their staff to understand USP’s strategic requirements with regards to talent and workforce planning, identify initiatives and project manage the work necessary to achieve the desired results.
• Manages internal project resources as well as consultants to ensure successful outcomes for projects
• Manages challenging and complex employee relations matters.
• Recognizes issues and problems that are interfering with the effectiveness of the individual’s or the organization’s performance.
• Develops recommendations and provides guidance to clients for resolutions.
• In conjunction with managers, analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate.
• Assists managers with all aspects of the annual performance management and development process including coaching client groups on effective documentation practices for good and poor performance.
• Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
• Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions.
• Plays a role in implementing succession planning, career management, performance management and recruiting strategies.
• Partners with leaders to develop effective organization design strategies.
• Develops effective communication plans and change management strategies to optimize change adoption and acceptance.
• Evaluate employee survey data and other employee feedback to assess issues with employee engagement and team culture.
• Partner with leaders in developing action plans to address areas of concern and assists in determining progress for successful outcomes.
• Partners with HR Centers of Excellence (e.g., Talent Acquisition, Total Rewards and Learning Strategy & Organizational -Effectiveness) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions.
• Analyzes employee exit interview feedback, consults with supervisors for areas of continuous improvement where needed.

Benefits

• USP provides you with the benefits you need to protect yourself and your family today and tomorrow.
• From company-paid time off, comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial wellbeing are protected.

What This Job Offers

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