HR Business Partner

MedStar Health; Columbia (MD); On-site; USD 72,000 - 136,000; Full time

Job summary

MedStar Health is seeking an HR Business Partner to serve as a strategic advisor and hands-on partner to leaders and teams, advancing the organization's mission and SPIRIT values through people and organizational excellence. You will translate business priorities into actionable workforce plans and guide leaders through change.

The HRBP collaborates with HR COEs and the HR Solution Center to deliver integrated HR solutions, ensuring alignment with future-state models and enterprise consistency.

Qualifications

• 5–7 years of professional HR experience.
• SPHR or PHR certification preferred.
• Strong business acumen and advisory skills.

Responsibilities

• Understands the business of the service areas assigned and delivers top-tier HR strategic service to internal clients.
• Builds strong two-way communication and collaboration with leaders and HR partner teams.
• Supports leaders in developing and attaining strategic initiatives and People Goals.
• Provides guidance to directors and executives on workforce planning, engagement, and succession.
• Ensures compliance with policies, mitigates risk, and guides leaders on appropriate practices.
• Collaborates with COEs to deliver integrated HR solutions and drive organizational change.

Skills

Strategic HR partner

Change management

Public presentations

Coaching leaders

Data-driven decision making

Employee relations

Education

Bachelor’s degree in Human Resources or related field

Tools

HRIS

MS Office Suite

Job description

General Summary of Position

The HR Business Partner (HRBP) serves as a strategic advisor and hands‑on partner to leaders and teams advancing MedStar’s mission and SPIRIT values through people and organizational excellence. This role is accountable for shaping and implementing HR strategies across designated client groups fostering a culture of excellence respect teamwork and continuous improvement in service of our missionWhile serving as a primary thought partner to leadership the HRBP also provides targeted support across all levels of the organization to ensure consistent and practical application of HR programs and policies. The role bridges strategy and execution thus translating business priorities into actionable workforce plans and guiding both leaders and associates through change. The HRBP partners with HR Centers of Expertise (COEs) and the HR Solution Center to deliver integrated and consistent HR solutions. The HRBP also plays a key role in identifying standardizing and transitioning legacy HR practices or systems in collaboration with COE partners ensuring alignment with future‑state models and enterprise consistency. The HRBP demonstrates strong business acumen understanding financial drivers operational goals and cultural dynamics. With effective communication and change leadership the HRBP influences decision‑making operationalizes HR strategies within teams and ensures people initiatives are embedded in daily execution.

About The Job

The HR Business Partner (HRBP) serves as a strategic advisor and hands‑on partner to leaders and teams advancing MedStar’s mission and SPIRIT values through people and organizational excellence. This role is accountable for shaping and implementing HR strategies across designated client groups fostering a culture of excellence respect teamwork and continuous improvement in service of our missionWhile serving as a primary thought partner to leadership the HRBP also provides targeted support across all levels of the organization to ensure consistent and practical application of HR programs and policies. The role bridges strategy and execution thus translating business priorities into actionable workforce plans and guiding both leaders and associates through change. The HRBP partners with HR Centers of Expertise (COEs) and the HR Solution Center to deliver integrated and consistent HR solutions. The HRBP also plays a key role in identifying standardizing and transitioning legacy HR practices or systems in collaboration with COE partners ensuring alignment with future‑state models and enterprise consistency. The HRBP demonstrates strong business acumen understanding financial drivers operational goals and cultural dynamics. With effective communication and change leadership the HRBP influences decision‑making operationalizes HR strategies within teams and ensures people initiatives are embedded in daily execution.

Primary Duties And Responsibilities

• Understands the business of the service areas assigned demonstrating business acumen to ensure top tier HR strategic service delivery to internal clients. Initiates exhibits and supports excellent two‑way communication and working relationships with all business leaders and other HR departments to foster ongoing information exchange during development and implementation of HR operations and initiatives.


• Builds strong two‑way communication and collaboration with leaders associates and HR partner teams to ensure alignment transparency and continuous improvement in service delivery.


• Support leaders in the development and attainment of various strategic initiatives and Annual Operating Plan People Goals.


• Actively participates in meetings committees and task forces as an HR subject matter expert to represent the HR team. Effectively uses data and HR metrics to identify trends and recommend solutions to enhance operational outcomes and to engage HR COE teams and leadership client groups as necessary.


• Maintains awareness of legal and regulatory requirements and partners with the Employee Relations and Legal COEs to ensure compliance mitigate risk and guide leaders on appropriate practices.


• Provides expert HR consultation to director and executive‑level leaders on strategic workforce planning and collaborates with key stakeholders to drive associate engagement talent review/succession management leadership development (HiPo leaders) and training relationship management performance management and equity inclusion and diversity (EI&D).


• Provides guidance and interpretation of systemwide HR policies to directors and executive‑level leaders as needed to deliver consistent leader practices and associate experiences.


• Aligns and develops solutions/interventions for supported entity leaders in collaboration with HR leadership and applicable internal resources. Recommends methods for integration of HR services with organizational initiatives.


• Demonstrated ability to manage project plans for timely completion as directed by supervisor. Educates and provides support to managers for HR related technologies. Provides support for Merit Tool as applicable.


• Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. Consistently drives and promotes a positive work culture.

Minimal Qualifications

Education

• Bachelor’s degree in Human Resources or related field required

Experience

• 5-7 years Professional human resources experience required


• One year of relevant professional‑level work experience may be substituted for one year of required education.

Licenses and Certifications

• Senior Professional in Human Resources (SPHR)-HRCI preferred or


• Professional in Human Resources (PHR)-HRCI preferred or


• similar related certification preferred

Knowledge Skills And Abilities

• Consistently streamlines and implements high‑quality HR processes focused on operational excellence and efficiency.


• Interprets policies identifies improvement areas and recommends strategic changes to align with business needs and compliance.


• Delivers persuasive public presentations clearly communicating complex HR topics to diverse audiences.


• Influences and coaches managers and leaders on complex HR and business challenges to support organizational goals.


• Translates organizational strategy into actionable plans for business units driving alignment and implementation.


• Demonstrates strong conflict management interpersonal and negotiation skills to resolve issues and foster collaboration. Navigates ambiguity and change with adaptability and composure.


• Exceptional verbal and written communication skills demonstrated through the preparation of comprehensive reports engaging presentations and effective day‑to‑day interactions with stakeholders at all organizational levels.


• Excellent working knowledge of Microsoft Office Suite complemented by hands‑on experience with Human Resource Information Systems (HRIS) enabling efficient data management and process automation within HR operations.

This position has a hiring range of

USD $71,843.00 - USD $135,907.00 /Yr.