Senior Human Resources Business Partner
About The Position
The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic business partner and primary HR contact for designated business units and their leadership. The role designs and operationalizes programs and plans that support Children’s National’s goal of becoming an “Employer of Choice” and help maximize employee engagement, performance, and retention. As a trusted advisor and HR liaison, the Sr. HRBP provides strategic direction, coordination, and management of HR support for assigned business units. The position delivers proactive solutions for employee engagement, workforce planning, risk mitigation, and concern resolution, escalating matters to HR Centers of Excellence or HRBP leadership when appropriate. It also prepares regular HR statistical summaries and interprets metrics such as turnover and vacancy rates to identify trends and inform decisions. The Sr. HRBP supports consistent application of policies and employment practices in compliance with applicable federal, state, and local employment and labor laws. The position partners with business leaders on people plans, organizational planning, workforce design, talent acquisition, succession readiness, and organizational effectiveness. It coaches leaders, supports employee relations investigations, addresses recurring people issues, assists with compliance and performance improvement, and manages HR program implementation within assigned departments. The role also works with Learning and Development on talent and succession planning and evaluates HR program effectiveness.
Requirements
- Bachelor’s degree in Organizational Development, Human Resources, Business Administration, or a related field; relevant work experience may substitute for the educational requirement.
- At least 5 years of progressive HR generalist or related experience, including at least 2 years of HR Business Partner experience.
- Strong business acumen.
- Familiarity with HR policies, procedures, and practices.
- Proven organizational development and consensus-building skills.
- Strong analytical, decision-making, negotiation, and consultative skills.
- Ability to develop, establish, and manage programs, projects, and initiatives within a large, complex organization.
- Strong project management and prioritization skills.
- Strong interpersonal skills, including the ability to influence others and build collaborative relationships within HR and across the organization with individuals at all levels.
- Excellent written and verbal communication and training skills.
- Proficiency with Microsoft Office.
Nice To Haves
- Master’s degree in Organizational Development, Human Resources, or an MBA.
- At least 2 years of healthcare or hospital experience.
- Experience with Workday HCM.
Responsibilities
- Partner with business leaders to design and execute integrated people plans supporting operational and strategic priorities.
- Provide proactive solutions in organizational planning, workforce design, talent acquisition, and succession readiness.
- Use data-driven insights, including turnover risk, skill gaps, and organizational effectiveness, to inform business decisions.
- Coach and support leaders addressing complex performance issues, interpersonal dynamics, and leadership challenges.
- Conduct and manage employee relations investigations with appropriate documentation, partnering with Employee Relations and Legal as needed.
- Develop preventative solutions for recurring or systemic people issues through training, policy clarification, or change initiatives.
- Serve as an escalated resource for employee inquiries, policy interpretation, and concern resolution.
- Support consistent application of employment policies and practices.
- Assist with organizational readiness for audits and adherence to compliance standards.
- Assist managers with performance improvement initiatives and outcome tracking.
- Partner with Learning and Development on talent and succession planning, including calibration sessions, development planning, and promotion-readiness reviews.
- Recommend organizational changes to improve team effectiveness, resource allocation, and role definition.
- Manage deployment of HR programs, including annual performance reviews and employee engagement programs, within assigned departments.
- Customize HR programs to reflect business priorities while maintaining enterprise consistency and compliance.
- Evaluate HR program effectiveness and gather business feedback to inform future design and enhancements.
- Prepare regular HR statistical summaries and interpret metrics such as turnover and vacancy rates to identify trends.
- Maintain compliance with applicable federal, state, and local employment and labor laws and regulations.
Benefits
- Comprehensive health coverage, including medical, prescription, infertility, and transgender health services.
- Paid time off, including vacation accrual from day one, sick leave, holidays, and a personal day.
- 401(k) plan.
- Healthcare and dependent care spending accounts.
- Employer-paid life, AD&D, and long-term disability coverage, with optional supplemental plans.
- Tuition assistance.
- Fitness resources.
- Employee assistance.
- Commuter benefits.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
