Senior HR Business Partner

The Human Resources Business Partner acts as a strategic partner, linking HR practices to business objectives and providing guidance to management and employees on HR-related issues. They work closely with leadership and managers to understand business needs, develop, and implement people strategies, and ensure HR initiatives align with the overall company strategy.

Strategic Talent Management Partner:

• Build trusted partnership with members of the Leadership Team and other business leaders.

• Provide dedicated strategic guidance and support to Leadership Team members on talent management related activities (e.g. workforce planning, talent strategy, retention/engagement strategy, performance management, succession planning).

• Provide strategic consultation on organization design and talent strategies.

• Develop and maintain an understanding of business context and priorities.

• Provide insights to help leaders make informed talent decisions.

• Use data to collaborate on identifying organizational needs and capability gaps and develop action plans as needed.

• Facilitate the planning and implementation of reorganization as needed.

• Consult on performance management and career growth for employees.

• Advise on succession planning for business continuity.

• Provide information about annual and/or ad-hoc HR programs and initiatives to leaders.

• Serve as a liaison for employees regarding HR related inquiries by collaborating with other HR functions (e.g. compensation, benefits, talent acquisition, learning/development).

Employee Relations Management:

• Manage employee relations issues, including conflict resolution, performance management, and disciplinary actions.

As Needed:

• Lead investigations and document findings, and provide clear and actionable recommendations.

• Mediate discussions between employees and resolve workplace conflicts. Act as a neutral third party, facilitating communication and helping parties reach mutually agreeable solutions. Responsible for understanding issues, promoting open dialogue, and ensuring a respectful and productive environment.

• Partner with legal counsel to address complex employee relations issues to ensure compliance with employment laws.

HR Functional Expertise:

• Provide subject matter expertise and/or recommendations on HR programs, initiatives, and policies/procedures.

• Conduct training sessions for supervisors and employees on HR policies, employee relations, and conflict resolution.

HR Program Management:

• Lead or support the planning and execution of HR annual programs and/or ad-hoc programs or initiatives.

• Bachelor's degree in Human Resources, Business Administration, or related field.

• 10 - 12 years of related work experience

• 3 - 5 years of experience managing a specialized program

• 8 years of experience in HR, with 5+ years of focus on employee relations.

• Extensive experience as an HR business partner, OD practitioner, and/or consultant with experience in areas such as: employee relations, organization effectiveness, organization assessment and design, change management, culture change, employee engagement, competency modeling, policy design and development, HR compliance, and employee and leadership development.

• Excellent leadership, communication (especially written skills), interpersonal, and facilitation skills.

• Proven success building credibility and operating with an elevated level of consulting, influencing, and decision-making skills.

• Experience conducting workplace investigations.

• Ability to understand and apply business strategy to HR initiatives.

• Deep knowledge of HR principles, laws, and best practices.

• Analytical and data-driven mindset.

• Leadership and coaching abilities.

• Proven project management skills; clarifying goal, breaking down the work into a realistic work plan, engaging project team members, etc.

• Self-directed with ability to manage multiple priorities.

• Ability to work collaboratively in a fast-paced, dynamic environment

Preferred Experience:

Certifications: PHR, SPHR, or SHRM-CP certification preferred; strong knowledge of employment laws and HR best practices.

Remote Work Eligibility

Compensation Grade Range

Multiple factors are taken into consideration to arrive at the final hourly rate/annual salary to be offered to the selected candidate. Factors may include, but are not limited to, the scope and responsibilities of the role, the selected candidate's work experience, education and training, as well as internal equity, market, and business considerations.

If a bachelor's degree is required, related work experience may be substituted in some positions. One year of college course work at an accredited institution is equivalent to one year of related work experience.

The Association of American Medical Colleges (AAMC) is an Equal Opportunity/Affirmative Action Employer. The AAMC is committed to the policy of an equal employment opportunity in recruitment, hiring, career advancement, and all other personnel practices. The AAMC will not discriminate on the basis of race, color, sex, national origin, religion, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability, past or current military service, or any other legally protected characteristic.

Please attach a resume as part of the application process. It is important that files DO NOT include periods ( . ) within the file name.

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