Senior Human Resources Business Partner

What You\'ll Bring 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) Required Skills/Knowledge 2 years Healthcare or hospital experience (Preferred) 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 Effectiveness Partner with Learning and Development to align business needs with talent and succession planning efforts, facilitating calibration sessions, development planning, and promotion readiness reviews. Recommend organizational changes to improve team effectiveness, resource allocation, and role definition. HR Program Implementation and Support Manage the deployment of HR programs (e.g., annual performance reviews and employee engagement) within assigned departments. Customize HR programs to reflect business priorities while maintaining enterprise consistency and compliance. Evaluate HR program effectiveness and gather business feedback to inform future design and enhancements. Benefits That Support You Comprehensive health coverage, including medical, prescription, infertility, and transgender health services. Generous paid time off, including vacation accrual from day one, sick leave, holidays, and a personal day. Financial wellness support, including a 401(k) plan and healthcare and dependent care spending accounts. Employer‑paid life, AD&D, and long‑term disability coverage, with optional supplemental plans. Additional perks, including tuition assistance, fitness resources, employee assistance, commuter benefits, and more. Why Join Us Nationally Recognized Excellence – Consistently ranked among the Top 10 Children’s Hospitals in the nation by U.S. News & World Report. Leading Pediatric Care – One of the largest and most comprehensive children’s hospitals in the country, offering nationally ranked specialties and cutting‑edge treatments. Innovation & Research – A premier academic medical center with a strong commitment to pediatric research, education, and advancing the future of child health. Mission‑Driven Culture – Dedicated to providing family‑centered care while fostering a collaborative, supportive environment for clinical teams. The disclosed salary range includes the minimum and maximum rates within which Children’s National believes an individual’s base pay rate will fall for this position. It is not typical for an individual to be hired at or near the maximum of the pay range. The exact pay rate for this position will be based on a variety of factors in alignment with the Children’s National compensation philosophy. These factors are legitimate and non‑discriminatory including, but not limited to, the current market conditions; organizational needs; the individual’s combination of prior work experience, level of education, knowledge, skills, and other qualifications. Children’s National is committed to providing a fair and competitive total rewards package to each of our employees. This base salary range does not include our comprehensive benefits package or any additional compensation for which this position may be eligible. Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here: Know Your RightsPay Transparency Nondiscrimination Poster. Please note that it is the policy of Children’s National Hospital to ensure a “drug‑free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances, by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children’s National and its affiliates maintain the right, in accordance with our policy, to enforce a drug‑free workplace, including prohibiting recreational or prescribed marijuana. #J-18808-Ljbffr Children's National Medical Center