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 to leaders and teams, shaping HR strategies and driving organizational excellence across designated client groups within the system. You will translate business priorities into actionable workforce plans and collaborate with HR COEs to deliver integrated HR solutions.

This role requires strong business acumen and change leadership, with the ability to influence decisions while ensuring compliant, high‑quality HR

Qualifications

• Bachelor's degree in Human Resources or related field.
• 5-7 years professional human resources experience.
• SPHR/PHR or similar certification preferred.
• Experience partnering with leaders and HR COEs.

Responsibilities

• Understands business needs and provides top-tier HR strategic service to internal clients.
• Builds two-way communication with leaders, associates, and HR partners for alignment and continuous improvement.
• Supports leaders in achieving strategic initiatives and annual operating goals.
• Uses data and HR metrics to identify trends and drive improvements in service delivery.
• Ensures compliance with legal requirements and mitigates risk with Employee Relations and Legal COEs.
• Provides guidance on workforce planning, engagement, and leadership development across senior leadership.

Skills

Business acumen

Communication skills

Change leadership

HR policies

Data interpretation

Stakeholder management

HRIS

Education

Bachelor's degree in Human Resources or related field

Tools

Microsoft Office

HRIS

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

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.

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.