Sr. People Business Partner

GeneDx•Gaithersburg, MD

8d•$115,000 - $130,000•Remote

About The Position

As a Senior People Business Partner, you’ll serve as a trusted advisor to senior leaders—driving talent priorities, strengthening manager effectiveness, and enabling teams to perform at their best in a fast-moving, science-driven environment. Operating as a senior individual contributor, you’ll partner with leaders to navigate employee relations with confidence, guide organizational and workforce changes, and bring a practical, data-informed lens to decisions that shape the business. You’ll report to the Sr. Director of People Experience and work closely with leaders across the organization and the broader People team to deliver high-impact partnership and scalable solutions. This role is built for someone who thrives in complexity, leads through influence, and elevates how people practices show up day-to-day—while also owning or co-owning key People programs that help the organization grow well.

Requirements

5–8 years progressive HR/People Business Partner experience, including strong employee relations exposure
Experience supporting senior managers and/or medium-to-large functions in a consultative HRBP model
Proven ability to manage complex ER and coaching cases, including investigations and appropriate documentation
Experience leading functional talent reviews and supporting calibration and/or succession discussions
Experience advising leaders on org design and workforce planning (structure changes, role clarity, headcount planning)
Ability to guide leaders through change and improve manager effectiveness in growth/transformation environments
Experience co-owning 1–2 horizontal People programs and delivering results through influence (no direct authority)
Strong working knowledge of employment law and HR policy interpretation; able to assess risk and partner with Legal as needed
Strong manager coaching and stakeholder management skills (performance, feedback, team dynamics, conflict resolution)
Data-informed mindset with ability to interpret people trends and translate insights into action
Strong communication, relationship-building, and influencing skills across levels
Solid HR operations foundation (HR processes, case management, HR systems) and ability to partner across COEs
Proficiency in Microsoft Office (Excel/PowerPoint), HRIS (Workday preferred), and people analytics/reporting tools
High EQ, sound judgment, discretion with sensitive information, and consistent follow-through

Responsibilities

Consults with leaders providing tactical and strategic people services and guidance aligned to business goals.
Partners with leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
Advises leaders on organizational design and structure changes, including role clarity, spans/layers, and team effectiveness.
Guides managers through functional changes (organizational shifts, restructuring, policy/process changes), ensuring leader readiness, clear communication, and adoption.
Manages and resolves day-to-day employee relations matters and leads complex ER, coaching, and performance cases
Conducts effective, thorough, and objective investigations; assesses risk, recommends outcomes, and ensures consistent documentation and follow-through.
Provides performance management guidance to leaders (coaching, feedback, career development, disciplinary actions) and strengthens manager effectiveness.
Supports execution of performance cycles and quarterly check-ins, ensuring consistent and equitable application across supported functions.
Leads functional talent reviews and partners with leaders to support performance calibration and succession readiness discussions.
Partners with leaders to identify development opportunities and implement action plans to improve performance, engagement, and retention.
Provides guidance on workforce planning, including staffing strategy, internal mobility, and headcount changes.
Uses insights and available data to identify trends, diagnose organizational issues, and recommend interventions.
Ensures consistent application of all policies and departmental guidelines; communicates People programs and policies and addresses related questions.
Provides People policy guidance and interpretation; maintains in-depth knowledge of employment law and legal requirements related to employee management.
Partners with the Legal department as needed/required; leads the process of capturing desired changes in policies, practices, or procedures.
Participates in functional and cross-functional initiatives; contributes to corporate People project teams and programs with a focus on scalable impact.