MedStar Georgetown University Hospital is a not-for-profit, acute-care teaching and research hospital with 609 beds located in Northwest Washington, DC Founded in the Jesuit principle of cura personalis-caring for the whole person-MedStar Georgetown is committed to offering a variety of innovative diagnostic and treatment options within a trusting and compassionate environment. MedStar Georgetown's centers of excellence include neurosciences, transplant, cancer, and gastroenterology. Along with Magnet(R) nurses, internationally recognized physicians, advanced research and cutting-edge technologies, MedStar Georgetown's healthcare professionals have a reputation for medical excellence and leadership. Job Summary The HR Business Partner is responsible for the strategic Human Resource activities for a specific client group/s and reports to the HR Director. 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. Education, Experience, and License Requirements Bachelor's degree in Human Resources, Business Administration or related field, or equivalent combination of relevant experience and education required. 5 years professional Human Resources/Employee Relations experience required. HR certification required (SHRM-CP or PHR) Primary Duties and Responsibilities 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 Director to oversee compliance and risk management issues. 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. Partners with HR Director 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. 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. 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 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 Staff members. Provides leadership by example.