View all jobs

Senior Human Resources Business Partner

Washington, DC
Job Summary

The Senior HR Business Partner is responsible for driving and/or executing HR strategies, managing the day-to-day aspects, and championing initiatives that positively impact organizational effectiveness including employee engagement and culture, team building and people development. The Senior HR Business Partner builds and maintains an informed partnership with managers to execute the organization’s human resource and talent strategy in support of business goals and initiatives. Specifically, as it relates to current and future talent needs, recruiting, retention, and talent management/development.

  • Drive high performance and manager accountability. Provide proactive engagement and ongoing performance and staff development coaching and guidance to supervisors and employees.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Engages senior HR leaders and the Office of the General Counsel (OGC), as appropriate.
  • Recruits, interviews, and hires diverse qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
  • Lead the HR performance management process while collaborating with HR colleagues to ensure effective communications, timeliness, implementation, and coordination. This includes particular focus with managers and staff on the development of SMART goals and objectives, meaningful feedback, effective development, and the resulting compensation decisions.
  • Manages the development, implementation and administration of compensation programs and recommends appropriate changes that are cost-effective and consistent with compensation trends and corporate objectives.
  • Serve as a staff advisor on pay decisions, policy interpretations, and job evaluations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with OGC as needed/required.
  • Conduct exit interviews and provides constructive feedback to enhance the employee experience and improve management’s capabilities.
  • Conducts new employee orientation and facilitates successful onboarding.
  • Develops and delivers appropriate training (interview training, etc). 
  • Manages current and future HR related company policies and makes recommendations for change and improvements. Ensures positive and effective communications and responds to employee inquiries
Key Relationships
  • Client departments and organization-wide staff.
  • Provides technical and procedural support to internal staff and third-party vendors. ​​​​​​​
  • A minimum of 7 years of experience in a similar role at the professional level.
  • Bachelor's degree in relevant area, or other related field equivalent work experience. 
  • A minimum of four years’ experience in an HR role with a primary focus on organizational and people development, employee relations, compensation and benefits, and talent acquisition and management.   
  • HR Professional Certification preferred. 
  • Ability to influence and build relationship with all employees to reinforce HR’s position as a trusted advisor to the business.
  • Ability balance critical and. creative thinking while managing the “gray” areas.
  • Ability to distill complex information into key insights, clear recommendations, and action plans.
  • Ability to provide appropriately voice an alternate point of view to inform better decision-making.
  • Working knowledge of multiple human resource disciplines including compensation practices, employee relations, talent acquisition, performance management, and compliance.
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to work effectively both independently and on a small, collaborative team
  • Ability to provide both verbal and written information clearly, succinctly, and persuasively.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Strong HR technology skills: ADP Workforce Now preferred.
  • Highly proficient in Microsoft Office Suite.
Powered by