The Human Resources Business Partner (HRBP ) serves as a strategic partner to assigned departments, helping leaders achieve departmental and Institute objectives through effective people, performance, and policy practices. The HRBP provides guidance on employee relations, performance management, organizational change, policy interpretation, and employment law compliance, while supporting initiatives that enhance employee engagement, talent development, and organizational effectiveness.

1. Collaborate with department leadership and Human Resources teams to support organizational restructuring, reductions in force (RIFs), succession planning, change management initiatives, and internal audits and compliance. Serve as a strategic partner in aligning HR practices with departmental and organizational goals while ensuring compliance with applicable employment laws, statutory requirements, and organizational policies.
2. Interpret and advise employees and management on the application of Human Resources (HR) policies, procedures, employment laws, accreditation standards, and government regulations.
3. Serve as advisor to department leaders on employee relations matters including employee coaching, corrective action, disciplinary procedures, termination meetings, and related documentation. Conduct thorough investigations, mediate interpersonal issues, deliver recommendations and provide business solutions while partnering with the Employee Relations Specialist and legal counsel as needed.
4. Advise managers on effective performance management practices to ensure employee expectations and accountability measures are clear, consistent, and aligned with organizational policies and values. Support the administration of performance evaluation processes by providing guidance, training, and consultation to managers. Contribute to the evaluation, design and continuous improvement related to performance management tools and processes.
5. Utilize HR analytics and employee listening data (i.e., employee experience and exit/onboarding surveys), including turnover and employee relations trends to identify organizational challenges while partnering with leaders to develop and implement strategies that enhance engagement, retention, productivity, and overall business performance.
6. Collaborate with the HRBP team and departmental leaders to create and facilitate employee training and development initiatives. Reinforce core HR learning content, and provide input on training effectiveness based on data, observed departmental needs, and outcomes.
7. Review, research, and recommend revisions to HR policies, practices, standard operating procedures, and the Employee Handbook to ensure alignment with organizational objectives, operational needs, and evolving employment laws. Conduct regulatory and best-practice research and collaborate with legal counsel, as appropriate, to ensure compliance and mitigate organizational risk.
8. Collaborate with other HR teams to support the design, communication, roll out, and administration of employee surveys. Analyze metrics, identify trends, share feedback with department leaders, and assess opportunities for organizational interventions (e.g., training, team building, individual coaching needs, policies, or changes to benefits and compensation practices) aligned with departmental and Institute objectives.
9. Facilitate and support New Employee Orientation by delivering presentations and educational content on organizational culture, workplace expectations, performance standards, HR policies, and employee resources, helping new employees successfully integrate into the organization and understand key expectations for success.
10. Prepare documentation and represent the Institute at unemployment and other external hearings and meetings, as needed.

QUALIFICATIONS:
• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resources Management Certified Professional (SHRM-CP), or Society for Human Resources Management Senior Certified Professional (SHRM-SCP) certification preferred.
• Certification in mediation strategies is preferred.

EDUCATION:
• Bachelor’s degree is required, preferably in Human Resources, Organizational Development, Business Administration, Psychology, or a related field.
• Master’s degree preferred.

EXPERIENCE:
• Minimum three years of progressively responsible Human Resources experience is required, preferably in a Human Resources Generalist or Human Resources Business Partner role.
• Experience in a healthcare, academic, management, or research setting is preferred.