Senior Human Resources Business Partner

Children's National Hospital

2d • $103,813 - $173,035 • Hybrid

About The Position

The Senior HR Business Partner (Sr. HRBP) serves as a strategic business partner and primary HR contact for designated business units and their leaders. The role designs and operationalizes plans and programs that support Children’s National’s goal of becoming an Employer of Choice and maximize employee engagement, performance, and retention. It provides strategic direction, coordination, and overall management of HR support for assigned business units, delivering proactive solutions in employee engagement, workforce planning, risk mitigation, and concern resolution, with escalation to HR Centers of Excellence or HRBP leadership as appropriate.

The Sr. HRBP prepares regular HR statistical summaries and interprets metrics such as turnover and vacancy rates to identify trends and inform decisions. The role supports consistent application of organizational policies and compliance with applicable federal, state, and local employment and labor laws and regulations. The position requires a minimum of three days in the office.

The role partners with business leaders on integrated people plans, organizational planning, workforce design, talent acquisition, succession readiness, employee relations, performance improvement, talent planning, and HR program implementation. It coaches leaders, handles employee relations investigations, helps resolve employee concerns, supports audit readiness, and evaluates HR program effectiveness. A bachelor’s degree in a related field is required, though relevant work experience may substitute; a master’s degree or MBA is preferred. At least five years of progressive HR generalist or related experience, including two or more years of HR Business Partner experience, is required. Two years of healthcare or hospital experience is preferred.

Requirements

• Bachelor’s degree in Organizational Development, Human Resources, Business Administration, or a related field; relevant work experience may substitute for the education requirement.
• At least 5 years of progressive HR generalist or related experience, including 2 or more 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 across HR and the organization at all levels.
• Excellent written and verbal communication and training skills.
• Proficiency with MS Office.

Nice To Haves

• Master’s degree in Organizational Development or Human Resources, or an MBA.
• 2 years of healthcare or hospital experience.
• Experience with PeopleSoft HCM.

Responsibilities

• Partner with business leaders to design and execute integrated people plans that support operational and strategic priorities.
• Deliver solutions in organizational planning, workforce design, talent acquisition, and succession readiness.
• Use data-driven insights on turnover risk, skill gaps, and organizational effectiveness to inform business decisions.
• Coach and support leaders with complex performance issues, interpersonal dynamics, and leadership challenges.
• Conduct and manage employee relations investigations, documenting appropriately and 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 employment inquiries, policy interpretation, and concern resolution.
• Support consistent application of employment policies and practices and assist with audit readiness and compliance.
• Assist managers with performance improvement initiatives and tracking outcomes.
• Partner with Learning and Development on talent and succession planning, calibration sessions, development planning, and promotion readiness reviews.
• Recommend organizational changes to improve team effectiveness, resource allocation, and role definition.
• Manage HR program deployment, including annual performance reviews and employee engagement programs, within assigned departments.
• Customize HR programs for business priorities while maintaining enterprise consistency and compliance.
• Evaluate HR program effectiveness and gather business feedback to inform future program design and enhancements.
• Prepare regular HR statistical summaries and interpret metrics such as turnover and vacancy rates to identify trends.

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.

What This Job Offers

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