Senior HR Business Partner/Employee Relations Specialist

HJF is seeking a Senior HR Business Partner/Employee Relations Specialist responsible for aligning business objectives with employees and management in designated programs. The position is responsible for the administration of HJF policies and procedures applicable to HJF employees and serves as a consultant to programs, including management, on human resources related matters. The role is also responsible for overseeing HJF's employee relations function.

This position will be in support of HJF's Human Resources department.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

• Serve as a subject matter expert & support the HRBP team on employee relations matters, providing expert guidance on complex and sensitive workplace issues, including conflict resolution, workplace investigations, policy interpretation and performance concerns while recommending effective solutions that mitigate risk and promote a positive work environment.
• Administer all HR policies, programs and practices relating to employment, employee relations, salary administration, benefit administration, orientation and employee services.
• Participate in development, implementation and revision of policies, practices and initiatives, as needed.
• Maintain compliance with all federal, state and local employment and benefits laws and regulations.
• Evaluate the business needs and expectations of assigned programs and program management in order to align with business objectives.
• Integrate other HJF departments into the customer service business model.
• Communicate with program/department leadership regarding specific job functions, compensation, performance, benefits and HJF's best business practices.
• Advise employees on HJF policies, procedures and guidelines as well as federal, state and local employment law.
• Develop the HR Business Partner function to effectively support HJF's continued growth, including process improvements to increase customer satisfaction and maximize the efficiency and effectiveness of HR operations.
• Maintain integrity of HJF's compensation program by overseeing employee compensation levels, cash awards, salary increases and performance appraisals.
• Conduct compensation analysis to ensure equity and compliance.
• Partner with assigned programs to review goals and objectives as it relates to compensation.
• Monitor employee benefit eligibility, enrollment and assist employees in the implementation of a leave status, i.e. disability, worker's compensation, family and medical leave.
• Partner with Benefits Administrator during the employee's transition through the applicable leave programs and ensure management is informed accordingly.
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.

Supervisory Responsibilities

• Direct Supervisor: Direct authority to make decisions on the following: employee hiring, disciplinary action, starting salaries and merit increases; conduct employee performance evaluations and directs work activities.

Education and Experience

• Bachelor's Degree in Human Resources Management or related field.
• Minimum of 9-10 years experience required.

Required Knowledge, Skills and Abilities

• This role requires comprehensive understanding of federal, state and local employment and benefit laws & regulations.
• High level of customer service skills required with a focus on relationship management.
• Must be proactive with the ability to partner in a strategic manner.
• Required to regularly exercise professional judgment and discretion, including when communicating with employees, management and government/military customers.
• Experience working in complex environments with strong analytical and problem solving kills.
• Must have experience in managing employee relations function.

Physical Capabilities

• Ability to stand or sit at a computer for prolonged periods.

Work Environment

• This position will take place primarily in an office setting.

Compensation

• The annual salary range for this position is $88,600-$128,000. Actual salary will be determined based on experience, education, etc.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.