Senior HR Business Partner

Want to join our team? We are looking for an experience Sr. HR Business Partner to join our team. 

The Senior HR Business Partner (Sr. HRBP) is a shared-services role supporting Chesapeake Health Partners (CHP), Hospice of the Chesapeake (HOC), and Partners In Care (PIC).

The Senior HR Business Partner serves as a trusted, hands-on partner to supervisors and managers across the organization - managing employee relations casework, coaching and building the capability of front-line and mid-level leaders, and strengthening employee engagement. The Senior HRBP serves as a key bridge between employees, management, and HR Centers of Excellence (Talent Acquisition and Benefits/Compensation). This role drives workforce planning, talent acquisition support, employee retention, employee/labor relations, and regulatory compliance specifically tailored to the fast-paced, high-regulation environment of hospice and end-of-life care.

Strategic HR Business Partnership & Workforce Planning

• Serve as a strategic, consultative HR Business Partner to assigned leaders and client groups across CHP, HOC, and PIC, translating business and operational priorities into HR strategy and action.
• Partner with leadership on workforce planning — current and future staffing needs, org structure, and succession readiness — across a geographically diverse service area.

Talent Acquisition Partnership

• Partner with the Talent Acquisition function on workforce planning, role scoping, and hiring priorities for assigned client groups.
• Support hiring managers through interviewing, selection, and onboarding for key and senior-level roles within assigned areas.
• Support employee retention strategy, including early-tenure check-ins, stay interviews, and exit-trend analysis, in partnership with Talent Acquisition and HR leadership.

Compensation, Benefits & Total Rewards Partnership

• Partner with the Compensation & Benefits function on pay recommendations, promotions, equity adjustments, and job-level/classification questions for assigned client groups.
• Help supervisors and employees understand total rewards, performance-based pay actions, and benefits programs as they relate to performance management and employee relations matters.

Employee & Labor Relations

• Manage a caseload of employee relations matters — including performance concerns, conduct issues, workplace conflicts, and policy questions — across CHP, HOC, and PIC, from intake through resolution and documentation.
• Conduct timely, thorough, and objective fact-finding for employee relations concerns, including interviews, documentation review, and written summaries.
• Maintain accurate, legally sound employee relations case files and documentation in accordance with organizational recordkeeping standards.

Supervisor & Manager Support, Coaching, and Training

• Serve as a frontline coach and resource to supervisors and managers on day-to-day people-management issues, performance management, and difficult conversations.
• Design and deliver supervisor training on core people-management topics (performance management, progressive discipline, documentation, conflict de-escalation, and engagement practices) tailored to a geographically dispersed workforce.

Employee Engagement & Retention

• Partner with HR leadership to design and support employee engagement initiatives, feedback mechanisms, and recognition efforts across CHP, HOC, and PIC.

Regulatory & Compliance Oversight

• Ensure HR practices for assigned client groups comply with applicable federal and Maryland employment law, as well as hospice/healthcare-specific regulatory requirements.
• Partner with the Employee Relations & Compliance function on policy administration, investigations support, and compliance-related training for supervisors and employees.
• Stay current on employment-law and healthcare/hospice regulatory developments affecting the employee relations and workforce functions.

Cross-Entity HR Partnership

• Serve as an embedded HR Business Partner to assigned client groups across CHP, HOC, and PIC, building trusted relationships with leaders at all levels.
• Collaborate with Talent Acquisition, Compensation & Benefits, and Employee Relations & Compliance (HR Centers of Excellence) to ensure casework, hiring, and pay decisions are informed by, and consistent with, related HR processes.
• Support the Vice President of Human Resources and Employee Relations Manager on special projects, policy development, and HR initiatives as needed.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent progressive HR experience will be considered in lieu of a degree.
• 5+ years of progressive human resources generalist/business partner experience spanning employee and labor relations, talent acquisition support, workforce planning, and compliance.
• Demonstrated experience consulting with leaders on workforce planning, talent, and compensation decisions, not solely employee relations casework.
• Experience supporting a multi-site or geographically dispersed workforce strongly preferred.
• Healthcare, hospice, or nonprofit sector experience preferred.
• Experience designing or delivering supervisor/manager training preferred.

Certifications (Preferred)

• PHR, SPHR, SHRM-CP, or SHRM-SCP.

Technical Skills

• Proficiency with HRIS, employee relations case-management tools, and HR reporting/analytics.
• Strong working knowledge of federal and Maryland employment law as applied to employee relations, talent, compensation, and workforce-planning matters.
• Working familiarity with compensation structures, job classification, and recruitment/selection practices sufficient to partner effectively with those HR Centers of Excellence.
• Proficiency with Microsoft Office (Word, Excel, Outlook, PowerPoint).

• Valid driver's license and reliable transportation required; regular travel across the CHP/HOC/PIC service area is an essential function of this role.
• Standard office environment with frequent travel to field sites; occasional need to work outside standard business hours to support urgent employee relations matters.
• Required to meet organizational health screening and vaccination requirements, including the annual influenza vaccine, consistent with hospice/healthcare employment standards.

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