Senior HR Business Partner

USP•Rockville, MD

20d•$126,250 - $171,578•Hybrid

About The Position

The Senior HR Business Partner provides HR support to assigned client groups, ensuring effective implementation of human resources practices, processes, and programs that support organizational effectiveness and development. The role serves as a strategic business collaborator, translating business strategies into HR priorities and advising and coaching employees and leaders. The position partners with executive team members to align workforce and talent programs with USP’s strategic plans and drives cross-functional initiatives, including benchmarking best practices and leveraging relationships. The role is remote with a 50% onsite requirement.

Requirements

Bachelor’s degree in Human Resource Management, Social Sciences, Business, or a related field.
At least 8 years of HR experience, including at least 6 years in a role focused on organizational effectiveness through assessment, diagnosis, and intervention.
Experience across most HR areas, particularly employee relations, organizational effectiveness, people development, and compensation.
Experience successfully launching and managing HR or organizational development projects and initiatives.
Highly developed listening skills and consistent use of a consultative approach.
Strong analytical and critical thinking skills, with effective problem-solving ability.
Ability to objectively coach employees and management through complex, difficult, and emotional issues.
Well-developed interpersonal communication, negotiation, writing, speaking, and listening skills.
Ability to exercise sound judgment with minimal direction and to recognize when to escalate issues.
Ability to work effectively on a team and present ideas and opinions respectfully and collegially.
Strong written and verbal communication skills, including the ability to communicate, motivate, and influence at all organizational levels.
Strong customer service orientation and ability to provide consultative coaching and services.
Strong coaching, conflict resolution, relationship-building, and team-building skills.
Core knowledge of HR principles, theories, concepts, and applicable local and federal laws and regulations.
Ability to scope, obtain approval for, and manage multiple projects simultaneously with a strong results and goal orientation.
Proficiency with Microsoft Office programs, including Word, Excel, and PowerPoint.

Nice To Haves

Advanced degree in Organization Development, HR Management, Industrial Relations, or a related field.
Experience communicating and partnering effectively with C-level executives to achieve results.
Knowledge of organizational development concepts and models, including team effectiveness, change management, facilitation, and leadership development.
Positive and professional demeanor and a high level of integrity.

Responsibilities

Provide strategic HR business partnership and coaching to people managers to support talent engagement, development, and retention.
Advocate for building diverse and inclusive teams in partnership with the Equity Office.
Serve as a trusted advisor to client leaders and build business partner relationships with management and staff.
Understand business goals and challenges, identify systemic issues, and provide continuous coaching and guidance on organizational effectiveness.
Diagnose organizational issues and recommend potential interventions.
Lead complex, multi-year projects and initiatives supporting USP’s global HR strategy and strategic plans.
Work with HR Leadership Team members, executive team members, and their staff to identify talent and workforce planning requirements and manage initiatives to achieve desired results.
Manage internal project resources and consultants to support successful project outcomes.
Manage complex employee relations matters, identify performance-related issues, develop recommendations, and guide clients toward resolutions.
Analyze trends and root causes with managers and identify opportunities to improve the work environment and client group satisfaction.
Support managers with annual performance management and development processes, including coaching on documentation and ensuring legal compliance.
Identify talent gaps and development needs, and help implement succession planning, career management, performance management, and recruiting strategies.
Partner with leaders to develop organization design strategies.
Develop communication plans and change management strategies to support change adoption and acceptance.
Evaluate employee survey data and other feedback, develop action plans with leaders, and assess progress on employee engagement and team culture concerns.
Partner with HR Centers of Excellence, including Talent Acquisition, Total Rewards, and Learning Strategy and Organizational Effectiveness, to address client needs and coordinate support and communications.
Analyze exit interview feedback and consult with supervisors on opportunities for continuous improvement.