Job Description
The Human Resources Business Partner provides consultative HR support and coaching to managers and employees across a range of HR matters. This role collaborates with HR colleagues and stakeholders to implement human capital initiatives and programs, including performance management, workplace concerns, manager coaching and guidance, team effectiveness, and change management.
RESPONSIBILITIES
HR Consultation and Employee Relations:
• Resolves HR-related inquiries and partners with HR team members as needed to deliver a positive customer experience.
• Provides guidance and coaching to employees and managers on items including performance management, employee relations, and HR policies. Provides consistent HR policy guidance and interpretation.
• Facilitates resolution of employee issues and concerns in partnership with HR, employees, and management by providing guidance on problem solving, dispute resolution, regulatory compliance, and conflict management.
• Supports annual performance management process and advises managers on performance and disciplinary matters, including performance improvement plans and verbal and written warnings.
Compliance and Risk Management:
• Maintains in-depth knowledge of legal requirements related to day-to-day HR matters.
• Helps mitigate legal risk and supports regulatory compliance through consistent guidance, documentation, and appropriate escalation.
Organizational Initiatives and Program Support:
• Partners with other HR team members on cross-functional teams to work on organizational initiatives, projects and best practices, and ensure high-quality implementation of HR programs.
• May review and analyze data to identify trends and recommend solutions to improve the overall effectiveness, satisfaction and engagement of employees, managers, and leadership.
Support Performance Management Platform Launch:
• Lead enterprise change strategy by assessing stakeholder impacts, identifying adoption risks, and preparing employees, managers, and HR teams for new processes and tools.
• Lead change management activities for the performance management platform launch, partnering across HR and the enterprise to align processes, communications, training, adoption support, and continuous improvement efforts.
• Partner across HR and the enterprise to align business, process, technology, and employee experience needs during platform design and configuration.
• Develop clear communications, training, and support resources. Measure adoption and feedback to drive sustained platform use and continuous improvement.
REQUIREMENTS
• Bachelor’s degree required; advanced degree or coursework in related field preferred.
• Minimum of 5 years of relevant experience in Human Resources.
• Experience effectively working across client groups and stakeholders within a complex organization, with proven client management and business literacy skills.
• Functional expertise in employee relations, management advising, change management, and other areas of HR.
• Ability to think strategically in a fast-paced environment while prioritizing to meet deadlines.
• Knowledge of federal, state and local laws, statutes, etc., which govern employment policies and practices.
• Ability to diagnose and address employee relations and organizational development issues.
• Strong listening and written and verbal communication skills, with the ability to engage stakeholders at various levels, recommend practical and effective solutions, and be clear, articulate, and persuasive.
• Ability to interpret and apply HR policies consistently and appropriately.
• Highly organized, with the ability to navigate and manage work across a matrixed stakeholder environment.
• Demonstrated discretion, sound judgment, and integrity when handling confidential and sensitive information.
• Proficiency with Microsoft Office applications, including Outlook, Word, Excel, PowerPoint, and Teams; experience with CoPilot and PeopleSoft or similar HR systems preferred.
Will WFH Monday and Friday and in the Washington D.C. office Tuesday-Thursday
RESPONSIBILITIES
HR Consultation and Employee Relations:
• Resolves HR-related inquiries and partners with HR team members as needed to deliver a positive customer experience.
• Provides guidance and coaching to employees and managers on items including performance management, employee relations, and HR policies. Provides consistent HR policy guidance and interpretation.
• Facilitates resolution of employee issues and concerns in partnership with HR, employees, and management by providing guidance on problem solving, dispute resolution, regulatory compliance, and conflict management.
• Supports annual performance management process and advises managers on performance and disciplinary matters, including performance improvement plans and verbal and written warnings.
Compliance and Risk Management:
• Maintains in-depth knowledge of legal requirements related to day-to-day HR matters.
• Helps mitigate legal risk and supports regulatory compliance through consistent guidance, documentation, and appropriate escalation.
Organizational Initiatives and Program Support:
• Partners with other HR team members on cross-functional teams to work on organizational initiatives, projects and best practices, and ensure high-quality implementation of HR programs.
• May review and analyze data to identify trends and recommend solutions to improve the overall effectiveness, satisfaction and engagement of employees, managers, and leadership.
Support Performance Management Platform Launch:
• Lead enterprise change strategy by assessing stakeholder impacts, identifying adoption risks, and preparing employees, managers, and HR teams for new processes and tools.
• Lead change management activities for the performance management platform launch, partnering across HR and the enterprise to align processes, communications, training, adoption support, and continuous improvement efforts.
• Partner across HR and the enterprise to align business, process, technology, and employee experience needs during platform design and configuration.
• Develop clear communications, training, and support resources. Measure adoption and feedback to drive sustained platform use and continuous improvement.
REQUIREMENTS
• Bachelor’s degree required; advanced degree or coursework in related field preferred.
• Minimum of 5 years of relevant experience in Human Resources.
• Experience effectively working across client groups and stakeholders within a complex organization, with proven client management and business literacy skills.
• Functional expertise in employee relations, management advising, change management, and other areas of HR.
• Ability to think strategically in a fast-paced environment while prioritizing to meet deadlines.
• Knowledge of federal, state and local laws, statutes, etc., which govern employment policies and practices.
• Ability to diagnose and address employee relations and organizational development issues.
• Strong listening and written and verbal communication skills, with the ability to engage stakeholders at various levels, recommend practical and effective solutions, and be clear, articulate, and persuasive.
• Ability to interpret and apply HR policies consistently and appropriately.
• Highly organized, with the ability to navigate and manage work across a matrixed stakeholder environment.
• Demonstrated discretion, sound judgment, and integrity when handling confidential and sensitive information.
• Proficiency with Microsoft Office applications, including Outlook, Word, Excel, PowerPoint, and Teams; experience with CoPilot and PeopleSoft or similar HR systems preferred.
Will WFH Monday and Friday and in the Washington D.C. office Tuesday-Thursday
Numbers & Facts
| Location | Washington, DC |
| Industry | Education |
| Company Size | 20 to 49 employees |
| Year Founded | 1966 |
| Website | http://www.consortiuminc.com/ |
About Company
The Consortium is a staffing and professional services organization focused on the Information Technology industry. Our experience and structure allow us to provide our undivided attention to our client’s business challenges and resource needs while providing the best career guidance and opportunities to our employees and consultants. Our goal and mission is to provide cost effective solutions while allowing our clients the time to focus on projects and deliverables and not sorting through stacks of unqualified resumes.
The Consortium’s business practices, decades of knowledge, and extensive industry experience enable us to provide talented highly skilled people who make a significant contribution to our customer’s objectives in a very short period of time. The Consortium is managed by four partners averaging over 17 years experience in information technology recruiting and professional services management. The Consortium’s agile and responsive team is capable of quickly identifying and screening properly qualified people for all technical skill sets saving our clients valuable time when reviewing candidates.
We offer a wide array of services including:
Contingency Permanent Placement- HeadHunting
We identify, evaluate and introduce employees for your permanent staff. We earn our fee when the individual becomes your employee and remains on your payroll until the guarantee period expires.
Temporary To Permanent
We identify the individual; perform an evaluation; introduce the applicant and you make the selection. We will put the person on our payroll for a defined period of time after which you make her/him a permanent member of your staff. The specific terms will be negotiated on a case by case basis which may include no additional fee or a reduced fee depending on the initial terms. The advantage of this approach allows you to evaluate the individual on a daily basis before deciding to “permanentize” her/him and, to spread your costs out over an extended period.
Staff Augmentation
We will provide you a contractor for a temporary period of time. This approach is implemented when the client: 1. needs people to complete a project and has no anticipated need after completion; 2. does not have a permanent “head count” budget; or 3. when the client has been unable to identify an individual with a required expertise on an expeditious basis. During the term of the assignment, should the client wish to permanently employ the contractor, The Consortium will be pleased to negotiate terms amenable to the client.
Retained Search
Retained searches are entered into when the client desires fully focused recruitment of a key individual. This arrangement requires that The Consortium use its full resources including its network of friends of the company, sourcing and researching. The Consortium commits to a one hundred percent effort on behalf of the retainer client only and guarantees that applicants identified for this undertaking will not be referred to other clients until a release is granted. The Consortium, after identifying candidates, will have an appropriate Advisory Board member assist in evaluation. A resume, references and a Consortium profile will be provided to the client prior to interview and The Consortium personnel will remain intimately involved throughout the entire process.
The Consortium’s business practices, decades of knowledge, and extensive industry experience enable us to provide talented highly skilled people who make a significant contribution to our customer’s objectives in a very short period of time. The Consortium is managed by four partners averaging over 17 years experience in information technology recruiting and professional services management. The Consortium’s agile and responsive team is capable of quickly identifying and screening properly qualified people for all technical skill sets saving our clients valuable time when reviewing candidates.
We offer a wide array of services including:
Contingency Permanent Placement- HeadHunting
We identify, evaluate and introduce employees for your permanent staff. We earn our fee when the individual becomes your employee and remains on your payroll until the guarantee period expires.
Temporary To Permanent
We identify the individual; perform an evaluation; introduce the applicant and you make the selection. We will put the person on our payroll for a defined period of time after which you make her/him a permanent member of your staff. The specific terms will be negotiated on a case by case basis which may include no additional fee or a reduced fee depending on the initial terms. The advantage of this approach allows you to evaluate the individual on a daily basis before deciding to “permanentize” her/him and, to spread your costs out over an extended period.
Staff Augmentation
We will provide you a contractor for a temporary period of time. This approach is implemented when the client: 1. needs people to complete a project and has no anticipated need after completion; 2. does not have a permanent “head count” budget; or 3. when the client has been unable to identify an individual with a required expertise on an expeditious basis. During the term of the assignment, should the client wish to permanently employ the contractor, The Consortium will be pleased to negotiate terms amenable to the client.
Retained Search
Retained searches are entered into when the client desires fully focused recruitment of a key individual. This arrangement requires that The Consortium use its full resources including its network of friends of the company, sourcing and researching. The Consortium commits to a one hundred percent effort on behalf of the retainer client only and guarantees that applicants identified for this undertaking will not be referred to other clients until a release is granted. The Consortium, after identifying candidates, will have an appropriate Advisory Board member assist in evaluation. A resume, references and a Consortium profile will be provided to the client prior to interview and The Consortium personnel will remain intimately involved throughout the entire process.
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