HR Business Partner Job Listing at MedStar Medical Group in Washington, DC (Job ID req36764)

Description

The HR Business Partner is responsible for the strategic Human Resource activities for a specific client group/s and reports to the HR Manager or above. This individual partners with business leaders and serves as a consultant to management. The HRBP assesses and anticipates organizational and people-related needs and develops integrated solutions. The HRBP collaborates with the HR specialized service areas when appropriate (e.g., compensation, organizational effectiveness, talent acquisition, etc.) to deliver optimal solutions as well as ensuring consistent approaches across the entire organization. The HRBP maintains an effective level of business acumen about the business units' financial position, its mid-range plans, culture, competition, and impact on Human Resources and is skilled at communications with senior levels. HRBP's may have 1-2 direct reports. HRBP's with multiple direct reports overseeing larger divisions/entities are generally classified as HR Managers or Directors.
Education

• Bachelor's degree in Human Resources, Business Administration or related field preferred or
• On-the-Job Training equivalent combination of relevant experience and education required

• 3-4 years Professional human resources/employee relations experience required

• Professional in Human Resources (PHR)-HRCI HR certification (SHRM-CP or PHR) preferred or
• Senior Professional in Human Resources (SPHR)-HRCI preferred

• Standard Skill: Excellent verbal and written communication skills.
• Excellent working knowledge of MS Office; experience with HRIS systems.
• Strong conflict management, interpersonal and negotiation skills.
• Demonstrated ability to review and implement high-quality HR processes through daily focus on operations.
• Ability to interpret policies, practice decisions and recommend changes.
• Ability to speak publicly in an effective and meaningful manner.
• Ability to effectively coach frontline managers and business unit leaders on increasingly complex HR- and business-related issues.
• Ability to influence and develop HR professionals and others within the organization.
• Ability to translate and apply strategy and initiatives to business unit leaders.
• Demonstrated ability to mediate difficult employee relations and/or other interactions as a neutral party.