Senior HR Business Partner

Hospice Of The Chesapeake•Pasadena, MD

26d

About The Position

The Senior HR Business Partner (Sr. HRBP) is a shared-services role supporting Chesapeake Health Partners (CHP), Hospice of the Chesapeake (HOC), and Partners In Care (PIC). The role serves as a trusted, hands-on partner to supervisors and managers across the organization, managing employee relations casework, coaching leaders, and strengthening employee engagement. It bridges employees, management, and HR Centers of Excellence, supporting workforce planning, talent acquisition, retention, employee and labor relations, and regulatory compliance in the hospice and end-of-life care environment. The Sr. HRBP partners with assigned leaders and client groups to translate operational priorities into HR action, supports workforce planning and hiring, and collaborates on compensation, benefits, and total rewards matters. The position manages employee relations concerns from intake through resolution and documentation, coaches and trains supervisors, and supports engagement initiatives. It also helps ensure compliance with federal and Maryland employment law and healthcare- and hospice-related regulations. The role is based in a standard office environment with frequent travel to field sites across the CHP/HOC/PIC service area. Regular travel is essential, and occasional work outside standard business hours may be needed for urgent employee relations matters. A valid driver's license and reliable transportation are required. Organizational health screening and vaccination requirements, including the annual influenza vaccine, apply.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent progressive HR experience may be considered in lieu of a degree.
At least 5 years of progressive human resources generalist or business partner experience spanning employee and labor relations, talent acquisition support, workforce planning, and compliance.
Demonstrated experience consulting with leaders on workforce planning, talent, and compensation decisions, beyond employee relations casework alone.
Valid driver's license and reliable transportation.
Ability to meet organizational health screening and vaccination requirements, including the annual influenza vaccine.
Proficiency with HRIS, employee relations case-management tools, and HR reporting and analytics.
Strong working knowledge of federal and Maryland employment law as applied to employee relations, talent, compensation, and workforce-planning matters.
Working familiarity with compensation structures, job classification, and recruitment and selection practices.
Proficiency with Microsoft Office, including Word, Excel, Outlook, and PowerPoint.

Nice To Haves

Experience supporting a multi-site or geographically dispersed workforce.
Healthcare, hospice, or nonprofit sector experience.
Experience designing or delivering supervisor or manager training.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Serve as a strategic, consultative HR Business Partner to assigned leaders and client groups across CHP, HOC, and PIC, translating business and operational priorities into HR strategy and action.
Partner with leadership on current and future staffing needs, organizational structure, and succession readiness across a geographically diverse service area.
Partner with Talent Acquisition on workforce planning, role scoping, and hiring priorities.
Support hiring managers with interviewing, selection, and onboarding for key and senior-level roles.
Support employee retention efforts, including early-tenure check-ins, stay interviews, and exit-trend analysis.
Partner with Compensation & Benefits on pay recommendations, promotions, equity adjustments, and job-level or classification questions.
Help supervisors and employees understand total rewards, performance-based pay actions, and benefits programs in relation to performance management and employee relations matters.
Manage employee relations matters, including performance concerns, conduct issues, workplace conflicts, and policy questions, from intake through resolution and documentation.
Conduct timely, thorough, and objective fact-finding, including interviews, documentation review, and written summaries.
Maintain accurate, legally sound employee relations case files and documentation in accordance with organizational recordkeeping standards.
Coach and support supervisors and managers on day-to-day people-management issues, performance management, and difficult conversations.
Design and deliver supervisor training on performance management, progressive discipline, documentation, conflict de-escalation, and engagement practices.
Partner with HR leadership to design and support employee engagement initiatives, feedback mechanisms, and recognition efforts.
Ensure HR practices for assigned client groups comply with applicable federal and Maryland employment law and hospice- and healthcare-specific regulatory requirements.
Partner with Employee Relations & Compliance on policy administration, investigation support, and compliance-related training.
Stay current on employment-law and healthcare/hospice regulatory developments affecting employee relations and workforce functions.
Build trusted relationships with leaders at all levels across assigned client groups and collaborate with HR Centers of Excellence to align casework, hiring, and pay decisions with related HR processes.
Support the Vice President of Human Resources and Employee Relations Manager on special projects, policy development, and HR initiatives as needed.