MedStar Southern Maryland Hospital Center has an opportunity for a seasoned Human Resources Business Partner to join our team in Clinton, Maryland.Job SummaryThe HR Business Partner is responsible for the strategic Human Resource activities for a specific client group/s and reports to the HR Manager or above. This individual partners with business leaders and serves as a consultant to management. The HRBP assesses and anticipates organizational and people-related needs and develops integrated solutions. The HRBP collaborates with the HR specialized service areas when appropriate (eg, compensation, organizational effectiveness, talent acquisition, etc.) to deliver optimal solutions as well as ensuring consistent approaches across the entire organization. The HRBP maintains an effective level of business acumen about the business units' financial position, its mid-range plans, culture, competition, and impact on Human Resources and is skilled at communications with senior levels.Minimum Qualifications Education/ExperienceEducationBachelor's degree in Human Resources, Business Administration or related field, or equivalent combination of relevant experience and education required.Experience3 years professional Human Resources/Employee Relations experience required.CONSIDERATION WILL BE GIVEN TO AN APPROPRIATE COMBINATION OF EDUCATION/TRAINING AND EXPERIENCE.License/Certification/RegistrationHR certification preferred (SHRM-CP or PHR)Knowledge, Skills & AbilitiesStandard Skill: Excellent verbal and written communication skills.Excellent working knowledge of MS Office; experience with HRIS systems.Strong conflict management, interpersonal and negotiation skills.Demonstrated ability to review and implement high-quality HR processes through daily focus on operations.Ability to interpret policies, practice decisions and recommend changes.Ability to speak publicly in an effective and meaningful manner.Ability to effectively coach frontline managers and business unit leaders on increasingly complex HR- and business-related issues.Ability to influence and develop HR professionals and others within the organization.Ability to translate and apply strategy and initiatives to business unit leaders.Demonstrated ability to mediate difficult employee relations and/or other interactions as a neutral party.Primary Duties and Responsibilities Standard Job Duty: Develops and contributes to the achievement of established department goals and objectives and adheres to department policies, procedures, quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations.Standard Job Duty: Performs other duties as assigned.Initiates, exhibits and supports excellent two-way communication and working relationships with all business leaders, front line managers and other levels of HR associates/leaders to foster ongoing information exchange during development and implementation of HR operations and initiatives.Provides effective and meaningful verbal and written presentations in diverse group settings. Demonstrates ability to align presentation tools with audience to ensure and enhance effective communication.Actively participates in meetings, committees and task forces as a HR subject matter expert to represent the HR team. Reports out trends/metrics to HR team and leadership client groups as necessary.Manages and resolves complex employee relations issues. Conducts HR investigations and partners with HR leadership and legal department as needed. Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Works with HR leader to oversee compliance and risk management issues.Partners with HR leader and/or internal resources to work on topics such as associate engagement, performance management, diversity/inclusion, succession/workforce development planning, leadership training, compensation analysis, relationship management, restructure/reorganization, policy development administration and interpretation, and leave administration - FMLA, ADA, STD.Develops open communication and rapport with associates. Provides guidance and interpretation to associates related to HR, departmental and system wide policies. Documents and maintains employee relations records and reports for fair and consistent practices, including but not limited to reporting on corrective actions.Aligns and develops solutions/interventions for supported business unit/entity leaders in collaboration with HR leader 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.Serves as HR database expert, processing data to ensure accurate internal transfers, salary changes, and various other HRIS transactions. Educates and provides support to managers and associates for HR database use. Manages data validation and other HR processes. Provides support for Merit Tool, as applicable.Assists in the training, orientation, and assignments of department staff. Evaluates and/or provides performance feedback on mid to lower level HR associates. Makes recommendations for personnel actions. Maintains ongoing communication with HR department staff to review programs, provide feedback, discuss new developments, and exchange information. Coaches, guides and mentors HR staff members. Provides leadership by example.