Senior Human Resources Business Partner

ASCO•Alexandria, VA

15d•Hybrid

About The Position

Are you interested in making a world of difference in cancer care? Cancer strikes more than 10 million people worldwide each year. As the leading medical society representing doctors who care for people with cancer, the American Society of Clinical Oncology (ASCO) is committed to conquering cancer through research, education, and promotion of the highest quality care. Who we are: ASCO is a flexible, high-performance membership organization where employees collaborate to support our mission through evidence, care, and impact. Together with Conquer Cancer, the ASCO Foundation, we foster a culture that prioritizes customer-centricity, emphasizes teamwork, and commits to quality. Our culture, ASCO Works – Our Way of Working, has long enabled workplace flexibility and embraced technology to help us achieve balance. ASCO offers competitive salaries, an excellent benefits package, and opportunities to participate in professional development programs. To learn what it’s like to work at ASCO, click here. Who we are looking for: ASCO is in search of a high-performing and talented Sr. Human Resources Business Partner (HRBP) to join our organization and our dynamic Human Resources Department in support of our mission of conquering cancer. The successful candidate will formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Additionally, the Sr. HRBP will work in collaboration with the Associate Director, Workforce Strategy & Employee Relations and Chief Human Resources Officer (CHRO) to create and drive strong employee relations solutions, handle complex employee relations matters, and provide HR policy interpretation and guidance. This position is hybrid with a primary location in Alexandria, VA. We anticipate the hire to be onsite approximately 2-3 days per week.

Requirements

Bachelor's degree, preferably in human resource management, business administration, management or related field or equivalent level of experience, training and education
Minimum 6 years of experience working in Human Resources, with at least 3-4 years providing employee relations services to manager level employees including leading formal ER investigations, managing involuntary exits, and understanding multi-state compliance.
Varied experience in different HR centers (talent, benefits, HRIS, etc…) also in organizations of ~300–700 employees; and an understanding how to scale processes
Has previously worked as a trusted advisor to department heads, not just a policy enforcer.
Proven customer service excellence and focus that will treat staff as high-value clients while providing solutions and thinking outside the box
Minimum 3 years supervisory experience
Proficient experience with Microsoft Office Suite or related software
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems

Nice To Haves

Worked at fast paced non-profit or association with a highly educated workforce (MDs, PhDs, Researchers)
Experience supervising managers
Certified Professional (PHR/SHRM-CP) or Senior Certified Professional (SPHR/SHRM-SCP) credential
Current affiliation with human resource programs and HR organizations
Experience working within Workday HRIS platform

Responsibilities

Business Partner For assigned department groups, maintains effective level of business literacy regarding departments’ work, goals, business plans, culture and staff, to help departments meet their business needs.
Participates in team meetings within departments to proactively develop solutions that support business strategy and to build productive internal and external working relationships.
Works closely with management and employees to formulate successful work relationships, build morale, effective communication, and increase productivity and retention.
Provides coaching, counseling, and performance guidance to line management and staff.
Serves as advisor to employees in assigned groups to support navigation of career growth, colleagues and manager work relationships, performance matters, and other employee engagement matters.
Works with leaders and managers to develop Success Profiles (KSAs) for positions and provide advice on staffing needs and workforce plans.
Advises managers and department leaders on career advancement and pay adjustment proposals.
Supports assigned departments with items such as personnel actions, remote work classifications and immigration and visa matters.
Provides back up to HR Business Partners in providing support to departments.
Employee Relations Partners closely with the Associate Director, Workforce Strategy & Employee Relations and the CHRO to create and drive strong employee relations solutions to minimize or mitigate risk.
Develops, recommends, implements and monitors employee relations practices and policies that establish a positive employer-employee relationship and promotes a high level of engagement.
Advises and trains managers and supervisors in best employee relations practices including performance improvement plans and disciplinary actions.
Collaborates with Learning and Development team to identify management development resources and trainings.
Conducts effective, thorough and objective investigations on issues and complaints and recommends resolutions and disciplinary actions.
Partners with the Associate Director, Workforce Strategy & Employee Relations, CHRO, and legal department, as appropriate.
HR Department Collaboration Liaises with HR and other functional specialists in Talent Acquisition and Learning and Development to identify, develop and execute integrated solutions to build and sustain a productive workforce and environment in alignment with and advances ASCO values, standards and organizational culture.
Coordinates with Benefits team on disability and leave of absence requests within their assigned departments.
Provides HR policy interpretation and guidance.
Reinforces the communication and rollout of new/updated programs, policies, and compliance activities to department groups.
Maintains in-depth knowledge of legal requirements for day-to-day management of employees, reducing legal risks and ensuring compliance with all federal, state and local employment laws.
Participates in projects and performs other relevant duties as assigned.