Senior HR Business Partner

HOSPICE OF THE CHESAPEAKE•Pasadena, MD

2d•$77,000 - $110,000•Onsite

About The Position

The Senior HR Business Partner is a shared-services role supporting Chesapeake Health Partners (CHP), Hospice of the Chesapeake (HOC), and Partners In Care (PIC). The Sr. HRBP serves as a trusted, hands-on partner to supervisors and managers across the organization, managing employee relations casework, coaching and developing front-line and mid-level leaders, and strengthening employee engagement. The role bridges employees, management, and HR Centers of Excellence, including Talent Acquisition and Benefits/Compensation. It supports workforce planning, talent acquisition, retention, employee and labor relations, and regulatory compliance in the fast-paced, highly regulated hospice and end-of-life care environment. The position partners with assigned leaders to translate operational priorities into HR strategy, plan current and future staffing and organizational needs, and support succession readiness. It works with Talent Acquisition on role scoping and hiring priorities and supports hiring managers with interviewing, selection, and onboarding for key and senior-level positions. It also supports retention through early-tenure check-ins, stay interviews, and exit-trend analysis. The Sr. HRBP partners with Compensation & Benefits on pay recommendations, promotions, equity adjustments, and job classification questions, and helps supervisors and employees understand total rewards and benefits programs. The role manages employee relations matters from intake through resolution and documentation, conducts objective fact-finding, and maintains legally sound case files. It coaches managers on people-management issues and designs and delivers training on topics such as performance management, progressive discipline, documentation, conflict de-escalation, and engagement. The role supports engagement initiatives, feedback mechanisms, and recognition efforts; ensures HR practices comply with applicable federal and Maryland employment law and hospice/healthcare requirements; and collaborates with Employee Relations & Compliance on policy administration, investigation support, and compliance training. It builds relationships across CHP, HOC, and PIC, coordinates with HR Centers of Excellence, and supports the Vice President of Human Resources and Employee Relations Manager on special projects, policy development, and HR initiatives. The position is based in a standard office environment with frequent travel to field sites across the CHP/HOC/PIC service area. A valid driver's license and reliable transportation are required. Occasional work outside standard business hours may be needed for urgent employee relations matters. The employee must meet organizational health screening and vaccination requirements, including the annual influenza vaccine.

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, not solely employee relations casework.
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 sufficient to partner effectively with HR Centers of Excellence.
Proficiency with Microsoft Office, including Word, Excel, Outlook, and PowerPoint.
Valid driver's license and reliable transportation; regular travel across the CHP/HOC/PIC service area is an essential function.
Ability to meet organizational health screening and vaccination requirements, including the annual influenza vaccine.

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 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 workforce planning, 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 retention strategy through early-tenure check-ins, stay interviews, and exit-trend analysis in partnership with Talent Acquisition and HR leadership.
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 as they relate 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 and documentation review, and prepare 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 on 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/healthcare 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 as an embedded HR Business Partner across CHP, HOC, and PIC.
Collaborate with Talent Acquisition, Compensation & Benefits, and Employee Relations & Compliance to ensure casework, hiring, and pay decisions align with related HR processes.
Support the Vice President of Human Resources and Employee Relations Manager on special projects, policy development, and HR initiatives.