HR Business Partner (Job ID: 2025-3644)

Overview

Join one of the most influential, most quoted and most trusted think tanks!

The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level.

 

We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy.

 

With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors.

 

Brookings Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 16, including Staffing, Benefits, Compensation & HR Technology, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way.

 

Position Location:This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week.

 

Responsibilities

Ready to contribute to Brookings success?

 

Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. The HR Business Partner (HRBP) provides high-quality strategic consultation, guidance, and proactive support to assigned research programs and business units, ensuring alignment of HR initiatives and processes with program/business unit goals and priorities with the Institution’s mission and values. The Partner is the primary point-of-contact for HR Liaisons (HRLs), managers and employees and is dedicated to finding, growing, and retaining top talent. The Partner serves as a consultant and provides guidance and support on program/business unit initiatives. Consults with leadership to proactively affect staff engagement, talent management, employee relations, performance management, and compensation matters. This role, with a strong focus on HR strategy, operational efficiency, and employee relations, will work collaboratively with other HR functions (Compensation, Benefits, Talent Acquisition and Learning & Development) to operate as a credible expert and advisor to leaders and staff. The HRBP reports to the Director, Employment.

 

Strategic Counsel and Support (30%)

• Establish trusted, collaborative, responsive, and influential relationships with leaders and managers across the organization, understanding their strategies, priorities, and goals. Utilize this business knowledge to shape HR strategy and priorities.

• Serve as a strategic business partner, consultant and coach to HRLs and managers to help solve complex challenges through creative and people-forward solutions.

• Consult with leadership to provide strategic advice and guidance on workforce planning and evolve organizational capability in employee engagement, diversity, equity and inclusion, and change management.

• Diagnose needs and develop practical, creative, and innovative solutions to increase team and program/business unit performance and advance business strategy.

• Provide strategic guidance on program/business unit reorganizations, organizational design, and workforce planning.

• Support institutional efforts to retain staff by supporting talent acquisition, talent management, total rewards, and performance management.

 

Employee Relations and Performance Management (30%)

• Provide guidanc