Hr Business Partner

Title:HR Business Partner

Location: Washington, DC (20036) (hybrid - onsite 3 days, WFH 2 days week)

Type: Long Term Contract. 6-12 months, possibly longer or convert to FTE

Rate: $50-$55/hr W2 or $60 - $65/hr 1099

The HR Business Partner is a strategic People Strategy & Services (PS&S) liaison that works directly with leadership and staff to direct and drive People Strategy & Services initiatives, processes, and programs that support the organizational goals, help equip staff to effectively perform their roles and fosters a diverse and inclusive environment where everyone can bring their best selves to work. The role of the HR Business Partner is to make sure our policies and procedures throughout the organization fit the needs, goals, and aims of the organization and its top leadership. The HR Business Partner will bring their consultative and advisory skills to their clients, identifying viable solutions to problems, offering recommendations, and making decisions that will help leaders and staff carry out their goals. They will also bring thematic issues and problems back to their colleagues in the Center of Resources and Expertise (CoRE) and broader PS&S for the purpose of designing and developing initiatives that will meet those needs.

This position requires critical thinking, sound, independent judgment, and the ability to synthesize and communicate complex information, data, and issues quickly and concisely. Not every issue or need will be the same and thus this individual should approach every situation with a fresh and objective perspective, leveraging their past experiences in addition to other data points and facts to inform their thinking. This position at times will require swift decisions and actions. In some cases, this position will require the development of new solutions while at other times leveraging current ones.

DUTIES AND RESPONSIBILITIES

Conducts weekly meetings with respective business units.

Consults with line management, providing HR guidance when appropriate.

Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.

Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.

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 legal department as needed/required.

Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Provides HR policy guidance and interpretation.

Provides guidance and input on business unit restructuring, workforce planning and succession planning.

Identifies training needs for business units and individual executive coaching needs.

Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Incumbent(s) in this position may be required to perform other duties and special assignments not specifically stated above.

Statements outlined in this section are designated as essential job functions in accordance with the Americans with Disabilities Act of 1990.

Qualifications and Skills

Excellent verbal and written communication skills.

Excellent interpersonal and customer service skills.

Excellent organizational skills and attention to detail.

Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

Ability to acquire and communicate a thorough understanding of our hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

Excellent time management skills with a proven ability to meet deadlines.

Strong analytical and problem-solving skills.

Proficient with Microsoft Office Suite or related software.

Education and Experience:

Minimum of 6 years of HR experience

3 years resolving complex employee relations issues preferred.

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and respective federal and state employment laws.

Bachelors degree

Masters Degree in HR, Org Psychology, or Labor Relations preferred

SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCIs Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR)

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