Senior HR Business Partner

Inova • VA, VA

12h • $108,493 - $176,843 • Onsite

About The Position

Inova Health is currently seeking experienced Senior HR Business Partners at three of our acute hospitals. The Senior HR Business Partner serves as a trusted advisor and thought partner to leaders across a large, complex integrated health system. Operating at the intersection of business strategy, organizational effectiveness, workforce planning, talent, and culture, this role connects organizational priorities to the right HR expertise, solutions, and resources to advance Inova’s mission, strengthen performance, and support exceptional patient care. The Senior HR Business Partner develops deep knowledge of Inova’s strategic direction, clinical operating environment, workforce dynamics, and financial objectives and uses that insight to help leaders make sound, forward-looking people and organizational decisions. The role partners closely with HR Centers of Excellence (COEs) to deliver coordinated, scalable solutions across an assigned portfolio. Success requires the ability to influence without formal authority, navigate a matrixed and complex organization, and balance the needs of an assigned portfolio with broader system-wide priorities.

Requirements

• 5 years of progressively responsible HR business partner or closely related HR experience in a complex, matrixed, multi-site organization; prior demonstrated experience advising leaders on talent, workforce strategy, organizational effectiveness, employee relations, and change
• Bachelor’s degree in human resources, business, organizational development, or a related field

Nice To Haves

• Experience using People Analytics and workforce data to identify trends, assess organizational risks, and develop actionable recommendations for leadership.
• Proven ability to influence and coach leaders without direct authority and effectively navigate matrixed organizations with competing priorities.
• Experience partnering with HR Centers of Excellence, including Talent Acquisition, Total Rewards, Talent & Leadership Development, Employee Relations, People Analytics, Inclusion & Belonging, to deliver integrated HR solutions.

Responsibilities

• Serve as a trusted HR advisor to senior leaders within an assigned portfolio of clinical, operational, or enterprise/system functions.
• Develop a strong understanding of the portfolio’s strategy, operating model, workforce, and financial priorities, and translate those into actionable people strategies.
• Anticipate workforce, organizational, and cultural risks and proactively bring solutions shifting from reactive support to forward-looking consultation.
• Use People Analytics and business insights to inform recommendations and challenge leaders constructively with an enterprise perspective.
• Partner with leaders on organizational structure, role clarity, spans of control, governance, and team effectiveness.
• Advise on organizational design, restructuring, and integration activities within the assigned portfolio.
• Diagnose organizational challenges, identify root causes, and facilitate solutions in collaboration with HR COEs and organizational development resources.
• Facilitate workforce planning discussions with leaders and connect them with Talent Acquisition and TLO COE partners to address current and future talent, capacity, and capability needs.
• Support talent reviews, succession planning, critical-role identification, and leadership pipeline development in partnership with relevant COEs.
• Use People Analytics to identify workforce trends, risks, and opportunities and translate findings into practical recommendations.
• Support strategies that strengthen retention, engagement, and internal mobility across the portfolio.
• Provide coaching and guidance to leaders on performance, talent, organizational, and employee matters.
• Help leaders navigate complex people decisions while maintaining alignment with organizational values, policies, and practices.
• Facilitate leadership discussions related to team effectiveness, talent, organizational health, and workforce priorities.
• Build strong, credible relationships with clinical and non-clinical leaders that position HR as a valued strategic partner.
• Advise leaders on the people and organizational dimensions of business transformation, growth, restructuring, and operating model changes.
• Develop change management and communication strategies in collaboration with leaders and HR COEs.
• Assess stakeholder impact, workforce readiness, and change adoption needs; support leaders through implementation.
• Lead the team member engagement survey process for the assigned portfolio, including facilitating leader review of results, driving accountability for action planning, and tracking progress on commitments.
• Coach leaders on creating psychologically safe, inclusive, and high-trust team environments, and foster a sustained culture of safety and wellbeing.
• Partner with TLO, Employee Relations, and Inclusion & Belonging COEs to address engagement drivers, wellbeing priorities, and team member experience across the portfolio.
• Identify systemic engagement or cultural concerns and bring evidence-based solutions to HR and business leadership.
• Partner closely with the TLO COE to align leadership development, upskilling, and learning initiatives with the portfolio’s business and workforce priorities.
• Facilitate or co-facilitate training, leadership forums, and team sessions in coordination with TLO as appropriate.
• Identify capability gaps and partner with TLO to design or deploy targeted development solutions.
• Support leaders in building the management capabilities needed to drive accountability, performance, and team member growth.
• Develop a strong understanding of the unique workforce and organizational needs of clinical operations, including hospitals, ambulatory services, nursing, physicians, advanced practice providers, and allied health teams.
• Partner effectively with clinical leaders while recognizing the operational, financial, and patient care demands of healthcare delivery.
• Tailor HR strategies to the distinct needs of clinical and enterprise/system functions while maintaining alignment with broader organizational standards.
• Partner with the Employee Relations COE on complex employee and workplace matters, including performance management, workplace concerns, investigations, and policy application.
• Provide frontline guidance to leaders on people risk and organizational concerns while ensuring complex case management, documentation, and legal matters are appropriately escalated to the ER COE and Legal.
• Identify systemic employee relations patterns or leadership risk factors and proactively surface concerns with HR leadership.
• Exercise sound judgment, discretion, and confidentiality in all sensitive matters.
• Collaborate closely with HR COEs (Talent Acquisition, Total Rewards, TLO, Employee Relations, People Analytics, Inclusion & Belonging, and HR Operations) to deliver integrated, coordinated, and practical HR solutions.
• Represent the voice and needs of the business in enterprise HR strategy, program development, and continuous improvement efforts.
• Lead or contribute to enterprise HR initiatives that support system-wide priorities.
• Monitor execution of people strategies and adjust plans as business needs evolve.

Benefits

• medical, dental and vision coverage
• a robust team member wellness program
• Inova matches the first 5% of eligible contributions – starting on your first day.
• up to $5,250 per year in education assistance
• up to $10,000 for student loans
• 25 mental health coaching or therapy sessions, per person, per year, at no cost

What This Job Offers

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