Manager, Business Partnering

The Patient-Centered Outcomes Research Institute (PCORI) is an independent nonprofit organization authorized by Congress in 2010. Its mission is to fund research that will provide patients, their caregivers and clinicians with the evidence-based information needed to make better-informed healthcare decisions. PCORI is committed to continually seeking input from a broad range of stakeholders to guide its work. Position Summary Operating as a senior individual contributor, the Manager, Business Partnering/Senior HRBP serves as a strategic advisor to organizational leaders and reports to the Senior Manager, Business Partnering. This non-supervisory role is focused on providing expert, hands‑on consultation and customized solutions to complex client challenges and organizational people needs. The Manager/Sr. HRBP will independently translate, interpret, and implement PS&S strategies across core areas, including total rewards, performance management, and employee relations, to optimize organizational effectiveness and talent capability. This role is distinct from the Senior Manager, Business Partner Unit, which includes formal people management responsibilities and oversight of the Business Partnering team. The Manager, Business Partnering serves as a senior individual contributor focused on strategic HR support and client engagement. Job Duties and Responsibilities Serve as the primary, hands‑on consultant for a dedicated client group, independently developing and delivering customized solutions to complex and technical People Strategy, and Services (PS&S) challenges, in alignment with overall unit strategy and direction. Independently interpret, translate, and implement viable PS&S strategies, policies, and programs for the client group. This includes executing key PS&S functions such as total rewards, performance management, employee relations, and core talent management initiatives. Support and facilitate the consistent application of strong people management and organizational practices that elevate the employment experience, strengthen the employment brand, and contribute to a high‑performing workplace culture where everyone can succeed and thrive. Drive the delivery of assigned PS&S projects, applying strong project management skills to ensure effective collaboration and successful project outcomes in support of PS&S strategic goals. Collaborate seamlessly with PS&S team members to share expertise, support shared unit goals, and contribute to the continuous improvement of best practices and technology for excellent service delivery. Routinely gather feedback, analyze, and present client data via scorecards, dashboards, and other formats to inform client strategies, identify trends, and drive decision‑making. Conduct needs assessments and evaluate existing processes and policies to develop tailored solutions, strengthen functional HR areas (e.g. employee relations policy, case intake, and compliance), and support organizational goals. Incumbent(s) in this position may be required to perform other duties and special assignments not specifically stated above. Statements outlined in this section are designated as essential job functions in accordance with the Americans with Disabilities Act of 1990. Qualifications and Skills Education and Experience Bachelor's degree in Business, Human Resources, or other related field. Minimum of ten (10) years of experience in people strategy, HR program management, HR consulting and/or employee relations. Master’s Degree in HR, Org Psychology, or Labor Relations preferred SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCI’s Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) preferred. Knowledge, Skills, and Abilities Expert‑level fluency across all major human resource disciplines, including compensation, employee relations, and compliance with federal and state employment laws. A proven track record as a Sr. HRBP and trusted advisor, providing sound, insightful people‑advice to leaders with minimal supervision. Exceptional interpersonal skills and high emotional intelligence, demonstrated through the ability to earn trust, broker complex agreements, and effectively de‑escalate/stabilize difficult employee situations. Superior judgment, sound decision‑making, strong critical thinking, and the ability to influence and communicate at all levels of the organization. Ability to handle confidential matters with sensitivity and discretion while providing expert HR guidance. Able to effectively recognize, mitigate, and monitor employment risks, while acting with integrity, respect, and fairness to all involved; guiding leaders and managers in their application in day‑to‑day work. Compensation and Benefits Salary Range: $120,000 - $130,000 The above range represents the salary range expected for the position; however, final offers are based on several factors such as the position’s responsibilities; the candidate’s experience, education, and skills; location; travel required; and current market conditions. Subject to the terms and conditions of the applicable plans then in effect, eligible employees may participate in PCORI-sponsored medical, dental, vision, and basic life insurance plans for the employee and the employee’s eligible dependents. Conflict of Interest PCORI wants to ensure that prospective employees are aware of its conflict‑of‑interest policies so that employment deliberations take into consideration this aspect of PCORI employment. PCORI requires all PCORI employees to disclose upon commencement of their employment and on an annual basis all individual and close relatives financial, business, and personal association with the potential to bias or that have the appearance of biasing one’s decisions relating to PCORI. All disclosures made by employees are made publicly available on PCORI’s website. Disclosures must include all financial and business and personal associations with any health or healthcare‑related organizations and include all associations with any other organizations that have the potential to bias or that have the appearance of biasing one’s decisions relating to PCORI, including but not limited to vendors or other third parties with whom PCORI has a contract or that PCORI has funded. For more information please visit PCORI-Conflict-of-Interest-Policies-Outside-Employment-Policy.pdf PCORI conducts reference and background checks on all applicants. #J-18808-Ljbffr Patient-Centered Outcomes Research Institute (PCORI)