1 Inventa Place
Silver Spring, MD 20910
Kids Are Our Everything.
Department
10042 HR Business Partners
Pay Range
$103,812.80 - $173,035.20
The Sr. HR Business Partner (Sr. HRBP) will serve as a Strategic Business Partner and primary point of contact to their designated Business Units and its leadership. In this role, the Sr. HRBP will design and operationalize user-friendly plans and programs to support the CNMC mission of becoming an "Employer of Choice" to maximize employee engagement, performance, and retention.
This role will serve as the HR liaison to their assigned Business Units and provide strategic direction, coordination and overall management of the HR Function. Acting as a trusted advisor, the Sr. HRBP will deliver proactive solutions in areas such as employee engagement, workforce planning, risk mitigation, and concern resolution, escalating to the HR Centers of Excellence (COEs) or HRBP leadership as appropriate.
This role will include preparing regular HR statistical summaries, interpreting key metrics including but not limited to turnover and vacancy rates to identify emerging trends to inform strategic decision-making. The Sr. HRBP will ensure the consistent application of CNMC policies and maintain best-in-class employment practices in compliance with applicable federal, state, and local employment/labor laws and regulations.
What You'll Bring:
Minimum Education
Bachelor's Degree in Organizational Development, Human Resources, Business Administration or related field required. Relevant work experience may substitute for the educational requirement. (Required)
Master's Degree in Organizational Development, Human Resources or MBA (Preferred)
Minimum Work Experience
5 years At least 5 years of progressive HR generalist or related experience, including 2+ years of HR Business Partner experience (Required)
2 years Healthcare or hospital experience (Preferred)
Required Skills/Knowledge
Strong business acumen.
Familiarity with HR policies, procedures and practices.
Proven skills in organizational development and consensus building.
Strong analytical, decision-making, negotiation and consultative skills.
Proven ability to develop and effectively establish and manage programs, projects and initiatives within a large, complex organization.
Strong project management and prioritization skills.
Strong interpersonal skills as exhibited by the ability to influence others and build collaborative relationships both within HR and across the organization with individuals at all levels.
Excellent written and verbal communication and training skills.
Proven proficiency with MS Office.
Experience with Workday HCM is a plus.
Functional Accountabilities
HR Partnership with Business Units
Partner with business leaders to design and execute integrated people plans that support operational and strategic priorities.
Deliver proactive solutions in organizational planning, workforce design, talent acquisition, and succession readiness.
Utilize data-driven insights to shape business decisions, such as turnover risk, skill gaps, and organizational effectiveness.
HR Consulting and Employee Relations
Coach and support leaders in addressing complex performance issues, interpersonal dynamics, and leadership challenges.
Conduct and manage employee relations investigations with appropriate documentation, in partnership 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 a trusted escalated resource to employees for employment inquiries, policy interpretation, and concern resolution.
HR Compliance and Performance Improvement
Support the consistent application of employment policies and practices.
Assist in ensuring organizational readiness for audits and adherence to compliance standards.
Assist managers in implementing performance improvement initiatives and tracking outcomes.
Talent Planning and Organizational…