Senior Human Resources Business Partner

Kids Are Our Everything.

 

Department

10042 HR Business Partners

 

Pay Range

$103,812.80 - $173,035.20

 

Who We Are:
We are a strategic Human Resources partner dedicated to supporting organizational excellence at Children’s National. As trusted advisors to leadership, we align people strategies with business priorities to drive engagement, performance, and retention across the enterprise.

Our team delivers data-driven insights and proactive solutions in workforce planning, organizational design, talent development, and employee relations. We champion a culture of collaboration, accountability, and continuous improvement while ensuring consistent application of policies and compliance with employment practices.

By combining strong business acumen with deep HR expertise, we enable leaders to make informed decisions, strengthen their teams, and foster a high-performing, inclusive workplace - ultimately advancing our mission to be an Employer of Choice and to deliver exceptional care, advocacy, research, and education.

Role requires 3 days in office (minimum).

 

About the Role:

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

• At least 5 years of progressive HR generalist or related experience, including 2+ years of HR Business Partner experience (Required)

• 2 years Healthcare or hospital experience (Preferred)

Required Skills/Knowledge

• 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 PeopleSoft 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 systemi