Senior HR Business Partner

Inova Health is currently seeking experienced Senior HR Business Partners at three of our acute hospitals. The Senior HR Business Partner serves as a trusted advisor and thought partner to leaders across a large, complex integrated health system. Operating at the intersection of business strategy, organizational effectiveness, workforce planning, talent, and culture, this role connects organizational priorities to the right HR expertise, solutions, and resources to advance Inova’s mission, strengthen performance, and support exceptional patient care. The Senior HR Business Partner develops deep knowledge of Inova’s strategic direction, clinical operating environment, workforce dynamics, and financial objectives and uses that insight to help leaders make sound, forward-looking people and organizational decisions. The role partners closely with HR Centers of Excellence (COEs) to deliver coordinated, scalable solutions across an assigned portfolio. Success requires the ability to influence without formal authority, navigate a matrixed and complex organization, and balance the needs of an assigned portfolio with broader system-wide priorities. Inova Fairfax Hospital 3300 Gallows Rd, Falls Church, VA 22042 Inova Loudoun Hospital 44045 Riverside Pkwy, Leesburg, VA 20176 Inova Mount Vernon Hospital 2501 Parkers Ln, Alexandria, VA 22306 Featured Benefits: Committed to Team Member Health : offering medical, dental and vision coverage, and a robust team member wellness program. Retirement : Inova matches the first 5% of eligible contributions – starting on your first day. Tuition and Student Loan Assistance: offering up to $5,250 per year in education assistance and up to $10,000 for student loans. Mental Health Support : offering all Inova team members, their spouses/partners, and their children 25 mental health coaching or therapy sessions, per person, per year, at no cost. Job Responsibilities: Strategic HR Partnership: Serve as a trusted HR advisor to senior leaders within an assigned portfolio of clinical, operational, or enterprise/system functions. Develop a strong understanding of the portfolio’s strategy, operating model, workforce, and financial priorities, and translate those into actionable people strategies. Anticipate workforce, organizational, and cultural risks and proactively bring solutions shifting from reactive support to forward-looking consultation. Use People Analytics and business insights to inform recommendations and challenge leaders constructively with an enterprise perspective. Organizational Effectiveness & Design: Partner with leaders on organizational structure, role clarity, spans of control, governance, and team effectiveness. Advise on organizational design, restructuring, and integration activities within the assigned portfolio. Diagnose organizational challenges, identify root causes, and facilitate solutions in collaboration with HR COEs and organizational development resources. Workforce & Talent Strategy: Facilitate workforce planning discussions with leaders and connect them with Talent Acquisition and TLO COE partners to address current and future talent, capacity, and capability needs. Support talent reviews, succession planning, critical‑role identification, and leadership pipeline development in partnership with relevant COEs. Use People Analytics to identify workforce trends, risks, and opportunities and translate findings into practical recommendations. Support strategies that strengthen retention, engagement, and internal mobility across the portfolio. Leadership Advisory & Coaching: Provide coaching and guidance to leaders on performance, talent, organizational, and employee matters. Help leaders navigate complex people decisions while maintaining alignment with organizational values, policies, and practices. Facilitate leadership discussions related to team effectiveness, talent, organizational health, and workforce priorities. Build strong, credible relationships with clinical and non‑clinical leaders that position HR as a valued strategic partner. Change & Transformation: Advise leaders on the people and organizational dimensions of business transformation, growth, restructuring, and operating model changes. Develop change management and communication strategies in collaboration with leaders and HR COEs. Assess stakeholder impact, workforce readiness, and change adoption needs; support leaders through implementation. Employee Engagement, Wellbeing & Culture: Lead the team member engagement survey process for the assigned portfolio, including facilitating leader review of results, driving accountability for action planning, and tracking progress on commitments. Coach leaders on creating psychologically safe, inclusive, and high‑trust team environments, and foster a sustained culture of safety and wellbeing. Partner with TLO, Employee Relations, and Inclusion & Belonging COEs to address engagement drivers, wellbeing priorities, and team member experience across the portfolio. Identify systemic engagement or cultural concerns and bring evidence‑based solutions to HR and business leadership. Learning, Development & Training Facilitation: Partner closely with the TLO COE to align leadership development, upskilling, and learning initiatives with the portfolio’s business and workforce priorities. Facilitate or co‑facilitate training, leadership forums, and team sessions in coordination with TLO as appropriate. Identify capability gaps and partner with TLO to design or deploy targeted development solutions. Support leaders in building the management capabilities needed to drive accountability, performance, and team member growth. Clinical & Healthcare Partnership: Develop a strong understanding of the unique workforce and organizational needs of clinical operations, including hospitals, ambulatory services, nursing, physicians, advanced practice providers, and allied health teams. Partner effectively with clinical leaders while recognizing the operational, financial, and patient care demands of healthcare delivery. Tailor HR strategies to the distinct needs of clinical and enterprise/system functions while maintaining alignment with broader organizational standards. Employee Relations & Risk: Partner with the Employee Relations COE on complex employee and workplace matters, including performance management, workplace concerns, investigations, and policy application. Provide frontline guidance to leaders on people risk and organizational concerns while ensuring complex case management, documentation, and legal matters are appropriately escalated to the ER COE and Legal. Identify systemic employee relations patterns or leadership risk factors and proactively surface concerns with HR leadership. Exercise sound judgment, discretion, and confidentiality in all sensitive matters. Enterprise HR Partnership & COE Integration: Collaborate closely with HR COEs (Talent Acquisition, Total Rewards, TLO, Employee Relations, People Analytics, Inclusion & Belonging, and HR Operations) to deliver integrated, coordinated, and practical HR solutions. Represent the voice and needs of the business in enterprise HR strategy, program development, and continuous improvement efforts. Lead or contribute to enterprise HR initiatives that support system‑wide priorities. Monitor execution of people strategies and adjust plans as business needs evolve Minimum Requirements: Experience: 5 years of progressively responsible HR business partner or closely related HR experience in a complex, matrixed, multi‑site organization; prior demonstrated experience advising leaders on talent, workforce strategy, organizational effectiveness, employee relations, and change Education: Bachelor’s degree in human resources, business, organizational development, or a related field Preferred Requirements: Experience usingPeople Analytics and workforce datato identify trends, assess organizational risks, and develop actionable recommendations for leadership. Proven ability to influence and coach leaders without direct authority and effectively navigate matrixed organizations with competing priorities. Experience partnering with HR Centers of Excellence, including Talent Acquisition, Total Rewards, Talent & Leadership Development, Employee Relations, People Analytics, and Inclusion & Belonging, to deliver integrated HR solutions. About Inova Health We are Inova, Northern Virginia’s leading nonprofit healthcare provider. Every day, our 25,000+ team members provide world‑class healthcare to the communities we serve. Our people are the reason we're a national leader in healthcare safety, quality and patient experience. And from best‑in‑class facilities to professional development opportunities, we support them at every step. At Inova, we're constantly striving to be ever better — to shape a more compassionate future for healthcare. Inova’s Anti‑Discrimination Employment Policy Inova Health is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, pregnancy (including childbirth, pregnancy‑related conditions and lactation), race, religion, sex, sexual orientation, veteran status, genetic information, or any other characteristics protected by law. #J-18808-Ljbffr