Senior HR Business Partner

Senior HR Business Partner

Pasadena - Pasadena, MD 21122

Salary Range $77,000.00 - $110,000.00 Salary Position Type Full Time Education Level 4 Year Degree

Description

Want to join our team? We are looking for an experienced Sr. HR Business Partner to join our team.

The Senior HR Business Partner (Sr. HRBP) is a shared-services role supporting Chesapeake Health Partners (CHP), Hospice of the Chesapeake (HOC), and Partners In Care (PIC).

The Senior HR Business Partner serves as a trusted, hands-on partner to supervisors and managers across the organization - managing employee relations casework, coaching and building the capability of front-line and mid-level leaders, and strengthening employee engagement. The Senior HRBP serves as a key bridge between employees, management, and HR Centers of Excellence (Talent Acquisition and Benefits/Compensation). This role drives workforce planning, talent acquisition support, employee retention, employee/labor relations, and regulatory compliance specifically tailored to the fast-paced, high-regulation environment of hospice and end-of-life care.

Essential Duties & Responsibilities

Strategic HR Business Partnership & Workforce Planning

• Serve as a strategic, consultative HR Business Partner to assigned leaders and client groups across CHP, HOC, and PIC, translating business and operational priorities into HR strategy and action.
• Partner with leadership on workforce planning — current and future staffing needs, org structure, and succession readiness — across a geographically diverse service area.

Talent Acquisition Partnership

• Partner with the Talent Acquisition function on workforce planning, role scoping, and hiring priorities for assigned client groups.
• Support hiring managers through interviewing, selection, and onboarding for key and senior-level roles within assigned areas.
• Support employee retention strategy, including early-tenure check-ins, stay interviews, and exit-trend analysis, in partnership with Talent Acquisition and HR leadership.

Compensation, Benefits & Total Rewards Partnership

• Partner with the Compensation & Benefits function on pay recommendations, promotions, equity adjustments, and job-level/classification questions for assigned client groups.
• Help supervisors and employees understand total rewards, performance-based pay actions, and benefits programs as they relate to performance management and employee relations matters.

Employee & Labor Relations

• Manage a caseload of employee relations matters — including performance concerns, conduct issues, workplace conflicts, and policy questions — across CHP, HOC, and PIC, from intake through resolution and documentation.
• Conduct timely, thorough, and objective fact-finding for employee relations concerns, including interviews, documentation review, and written summaries.
• Maintain accurate, legally sound employee relations case files and documentation in accordance with organizational recordkeeping standards.

Supervisor & Manager Support, Coaching, and Training

• Serve as a frontline coach and resource to supervisors and managers on day-to-day people-management issues, performance management, and difficult conversations.
• Design and deliver supervisor training on core people-management topics (performance management, progressive discipline, documentation, conflict de-escalation, and engagement practices) tailored to a geographically dispersed workforce.

Employee Engagement & Retention

• Partner with HR leadership to design and support employee engagement initiatives, feedback mechanisms, and recognition efforts across CHP, HOC, and PIC.

Regulatory & Compliance Oversight

• Ensure HR practices for assigned client groups comply with applicable federal and Maryland employment law, as well as hospice/healthcare-specific regulatory requirements.
• Partner with the Employee Relations & Compliance function on policy administration, investigations support, and compliance-related training for supervisors and employees.
• Stay current on employment-law and healthcare/hospice regulatory developments affecting the employee relations and workforce functions.

Cross-Entity HR Partnership

• Serve as an embedded HR Business Partner to assigned client groups across CHP, HOC, and PIC, building trusted relationships with leaders at all levels.
• Collaborate with Talent Acquisition, Compensation & Benefits, and Employee Relations & Compliance (HR Centers of Excellence) to ensure casework, hiring, and pay decisions are informed by, and consistent with, related HR processes.
• Support the Vice President of Human Resources and Employee Relations Manager on special projects, policy development, and HR initiatives as needed.

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent progressive HR experience will be considered in lieu of a degree.
• 5+ years of progressive human resources generalist/business partner experience spanning employee and labor relations, talent acquisition support, workforce planning, and compliance.
• Demonstrated experience consulting with leaders on workforce planning, talent, and compensation decisions, not solely employee relations casework.
• Experience supporting a multi-site or geographically dispersed workforce strongly preferred.
• Healthcare, hospice, or nonprofit sector experience preferred.
• Experience designing or delivering supervisor/manager training preferred.

Certifications (Preferred)

• PHR, SPHR, SHRM-CP, or SHRM-SCP.

Technical Skills

• Proficiency with HRIS, employee relations case-management tools, and HR reporting/analytics.
• Strong working knowledge of federal and Maryland employment law as applied to employee relations, talent, compensation, and workforce-planning matters.
• Working familiarity with compensation structures, job classification, and recruitment/selection practices sufficient to partner effectively with those HR Centers of Excellence.
• Proficiency with Microsoft Office (Word, Excel, Outlook, PowerPoint).

Work Environment & Physical Demands

• Valid driver's license and reliable transportation required; regular travel across the CHP/HOC/PIC service area is an essential function of this role.
• Standard office environment with frequent travel to field sites; occasional need to work outside standard business hours to support urgent employee relations matters.
• Required to meet organizational health screening and vaccination requirements, including the annual influenza vaccine, consistent with hospice/healthcare employment standards.