Senior HR Business Partner

DC Water; Washington (District of Columbia); On-site; USD 120,000 - 160,000; Full time

Job summary

DC Water seeks a Senior HR Business Partner to consult with departments and managers, aligning business objectives with human capital programs, policies, and risk management. This hands-on role demands an inclusive, business-first mindset and a track record in leading organizational initiatives and change.

The HRBP will collaborate with People and Talent and business units to build workforce planning, engagement, and inclusion strategies, analyze trends, and implement large-scale structures and

Qualifications

• Minimum of five to seven years of progressive HR experience.
• Bachelor’s degree in Human Resources, Business Management, or related field.

Responsibilities

• Provide consultation and coaching to departments and managers to align business objectives with HR programs and policies.
• Lead and manage organizational change and large-scale initiatives.
• Partner with People and Talent to develop workforce planning, engagement, and inclusion strategies.
• Analyze HR metrics with People and Talent to develop solutions and policies.
• Support day-to-day performance management and guidance to managers.

Skills

Coaching managers

Communication skills

Analytical skills

Negotiation skills

HR policies

HRIS/IT tools

Education

Bachelor's degree in HR/Business

Tools

Learning management systems

Spreadsheets

Databases

Presentations

Job description

The Senior HR Business Partner is responsible for providing consultation and coaching to departments and managers to ensure alignment of business objectives, work cultures, and human capital management programs/policies facilitate DC Water achieving its business goals while minimizing risk. The Sr. HRBP requires a hands-on approach, and an inclusive, business first outlook. Responsibilities include building and launching organizational initiatives and programs; leading and managing change; and serving as an internal consultant; working with operational departments to build workforce planning, engagement, and inclusion strategies. The HRBP assesses and anticipates human capital and labor relations-related needs and communicates proactively with our People and Talent department and designated business units to develop timely, inclusive, and value-added solutions.

• Leads program and initiative development and works with HRBPs to ensure effective implementation across the authority.
• Promotes and models organizational mission, vision, and values. Immerses self in the organization to build productive relationships with internal stakeholders and clients on all levels.
• Collaborates with People and Talent and Business Units (e.g., Business Unit Leaders and their direct reports) to proactively identify opportunities to enhance organizational performance, inclusion, and engagement. Drives change initiatives, provides hands-on support for strategic planning, and helps create buy-in.
• Analyzes trends and metrics in partnership with the People and Talent to develop solutions, programs and policies.
• Leads the implementation of new, large-scale structures and/or processes to create speed, efficiency, and agility within the organization.
• Builds and manages ID&E programs; works with vendors; coordinates activities; and leads cross-functional teams related to inclusion, diversity, and equity.
• Translates organizational diversity and inclusion needs into plans based on identified barriers to access, equity, and opportunity within the Authority.
• Participates in Business Resource Groups to align strategy and engagement and link initiatives and activities to business results.
• Partners with teams throughout the authority to support inclusion, diversity, and equity initiatives and programs, building DC Water as an employer of choice and leading organization for ID&E.
• Consults with operational line management, providing human capital policy guidance and interpretation. Provides coaching and feedback when appropriate.
• Identifies patterns and gaps, works with People and Talent to reduce employee and labor relations complaints and performance management issues.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partners with the Labor Relations Team as needed/required.
• Works closely with the Talent Development team to identify gaps and opportunities to increase employee and organizational performance.
• Provides day-to-day performance management guidance to operational line management (coaching, counseling, career development).
• Supports efforts and programs that create a culture of engagement and inclusion; supports DC Water as an employer of choice and a leading organization for diversity and inclusion.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Engages employees by leading unit specific employee onboarding.
• Drives day-to-day performance and supports the Performance Management Cycle.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provides support to and collaborates with the Talent Development Team to drive culture change, knowledge retention, and enforcement of behavioral expectations.
• Leverages internal talent and works with the Talent Acquisition team to drive efforts to build a diverse and inclusive workforce (e.g., metrics, job fairs, school relationships, workforce and succession planning, etc.).
• Performs duties and projects as assigned at the discretion of the immediate supervisor.

Supervisory Responsibilities

N/A

Key Working Relationships

Internal and external stakeholders, including DC Water’s Board of Directors; senior management and staff of the Authority; public officials in federal, state and local government; and the general public.

Skills & Qualifications

The qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential responsibility satisfactorily. Reasonable amounts of training are provided.

Required Skills & Qualifications

Required Experience

A minimum of five (5) to seven (7) years of progressive experience directly related to the specialties in a human resource environment; or equivalent combination of education and experience.

Bachelor’s degree in Human Resources, Business Management, or related field from an accredited college or university.

Required Skills

Thorough knowledge of and skill in applying a wide variety of human resources principles and practices to human resource functional areas sufficient to achieve organizational business goals while minimizing risk.

Ability to engage in dialogue on complex, difficult, or emotional issues while actively listening and being flexible in order to affect change.

Ability to work independently and as a member of the team in a matrix organization, quickly build strong working relationships, demonstrate a high-level of integrity, and establish a proactive approach to customer service.

Ability to provide coaching to managers, supervisors, and team members in order to affect change.

Excellent inter-personal, communication, analytical, organizational, management, and negotiation skills are required.

Excellent computer skills and in-depth experience with applicable software programs are required (i.e., learning management and talent acquisition systems, spreadsheets, databases, presentations, etc.).

Ability to apply problem structing methods to strategically resolve issues.