Located in Largo in the heart of Prince George’s County, our new state-of-the-art regional medical center (UM Capital Region Medical Center) provides improved access to primary and ambulatory care services and serves as a tertiary care center for critically ill patients. In addition, our new space allows us to expand our offerings as a community partner to help improve the health status of Prince George’s County residents.

We’re looking for a HR Business Partner to join our extraordinary team at University of Maryland Capital Region Medical Center. Our affiliation with the University of Maryland Medical System (UMMS) has created a number of new career pathways and makes this the perfect time for you to join our team!

General Summary

As a member of the leadership team for assigned customer groups, the HR Business Partner consults with clients to develop and implement effective human resources programs, policies and initiatives designed to sustain a positive work environment. The HRBP participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies and actively supports human resources departmental objectives by collaborating with other team members, particularly specialists in functional areas of the department. The HRBP acts as the primary point of service contact for the leadership team and team members on interpreting human resources policies, procedures, and practices. The HRBP consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resources objectives for the organization.

Principal Responsibilities and Tasks

• Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resources services delivered are value added, effective, and consistent with both departmental and organizational business and strategic objectives.
• Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment, and influencing leadership on appropriate rewards and recognition functions for their team members.
• Acts as the first point of contact for the leadership team and team members. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development, and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides consulting on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
• Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex team member issues (e.g., advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations, and workplace violence situations).
• Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies such as organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution.
• Participates in activities related to creating and maintaining a positive work environment. Works with represented staff as required under collective bargaining agreements and manages to contracts.
• Coordinates, facilitates, and participates in preparing and conducting employee grievances, appeals, and external charges from agencies. May participate in administrative activities such as unemployment, Worker’s Compensation, and other employment-related programs as assigned by management.

Education and Experience

• Three (3) years of progressively responsible human resources experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations.
• BA or BS degree, preferably in Human Resources, Organizational Development or another related discipline is required. Master’s degree in Business, HR or Organizational Design/Development preferred. Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred.

Knowledge, Skills and Abilities

• Strong communication, interpersonal and organizational skills, a proven ability to work independently in managing multiple projects and excellent consulting and customer service skills.
• Must be a strong relationship developer, consultant and demonstrate the ability to deal successfully with inherent ambiguities and complexities of an organization experiencing significant growth and culture change.
• Must display strong negotiating, consensus building and facilitation skills and be comfortable in a team-oriented hands-on environment.
• Must be a creative and innovative problem-solver as well as a flexible, collaborative team player that demonstrates a high energy level, a great tolerance for change, and the ability to effectively communicate and collaborate at all organizational levels.

All your information will be kept confidential according to EEO guidelines.