HR Business Partner

Responsibilities

• Interpret and advise employees and management on the application of Human Resources (HR) policies, procedures, employment laws, accreditation standards, and government regulations.
• Serve as a day-to-day advisor to managers on performance management, employee coaching, corrective action, disciplinary procedures, and documentation.
• Participate in termination meetings and ensure compliance with internal protocol.
• Support managers and employees in improving engagement, work relationships, morale, productivity, and retention.
• Manage and resolve employee relations matters by conducting thorough investigations.
• Deliver recommendations and well-documented solutions-focused outcomes.
• Mediate interpersonal issues between employees with a focus on resolving disputes amicably.
• Partner with legal counsel as needed/required.
• Collaborate with department leadership and Human Resources teams to support departmental restructures, workforce planning, succession planning, and change management.
• Serve as a strategic partner in aligning HR practices with departmental and organization goals.
• Collaboration with the HRBP team and departmental leaders to create and facilitate employee training and development initiatives.
• Review and recommend revisions to existing practices, policies, standard operating procedures, and the Employee Handbook.
• 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.
• Serve as a liaison and public face facilitating engagement between the Human Resources department and individual programs/departments across the Institute.
• Regularly meet with employees across assigned Kennedy Krieger Institute departments and model a professional Human Resources presence throughout the Institute’s community.
• Support and provide guidance to other HRBP I staff to ensure consistency in policy and procedure interpretation, communication of best practices, and alignment with standard operating procedures of the Human Resources department.
• Facilitate presentations and provide support as needed during New Employee Orientation.
• Prepare necessary documents and represent the Institute at unemployment hearings 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 required.
• Certification in mediation strategies is preferred.
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field is required.
• Master’s degree preferred.
• Minimum three years of experience as a Human Resources Generalist or Human Resources Business Partner is required.
• Experience in a healthcare, academic, or research setting is preferred.