HR Business Partner Jobs in Maryland

INTRODUCTION

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders across Meritus Health. The HRBP collaborates with operational, clinical, and academic leaders to develop and implement people strategies that support organizational goals, enhance workforce engagement, strengthen leadership effectiveness, and foster a high-performing culture.

This role provides consultative support across the employee lifecycle, including workforce planning, employee relations, talent management, leadership coaching, performance management, organizational effectiveness, succession planning, change management, and retention strategies. The HRBP partners with leaders across acute care, ambulatory services, physician practices, behavioral health, medical education, and corporate departments to ensure alignment with organizational priorities and workforce needs.

Essential Duties and Responsibilities

Strategic Partnership

• Serve as a strategic HR consultant to assigned business units and leadership teams.
• Align workforce strategies with organizational objectives, operational priorities, and growth initiatives.
• Partner with leaders to assess workforce trends, staffing challenges, retention risks, and succession needs.
• Facilitate organizational design and workforce planning discussions to support changing business needs.
• Support leaders during organizational changes, restructures, mergers, acquisitions, and service line expansions.

Employee Relations and Leadership Support

• Provide guidance and coaching to leaders on employee relations matters, performance concerns, conflict resolution, workplace investigations, and corrective actions.
• Conduct or support investigations involving policy violations, employee complaints, harassment, discrimination, and workplace conduct concerns.
• Ensure consistent application of policies, procedures, and employment practices.
• Partner with leaders to foster a respectful, inclusive, and engaged workplace culture.
• Mitigate organizational risk through proactive consultation and compliance with employment laws and regulations.

Talent Management and Workforce Development

• Partner with Talent Acquisition to address workforce shortages and develop recruiting strategies for clinical, non-clinical, physician, and academic roles.
• Support succession planning and leadership development initiatives.
• Identify talent gaps and collaborate on workforce development solutions.
• Facilitate talent reviews and support implementation of individual development plans.
• Assist leaders in identifying high-potential talent and developing future leaders.

Performance and Engagement

• Guide leaders through performance management processes, including goal setting, coaching, evaluations, and performance improvement planning.
• Analyze engagement survey results and partner with leaders to develop action plans.
• Support initiatives designed to improve retention, employee satisfaction, and organizational culture.
• Monitor turnover, vacancy, and workforce metrics and recommend solutions to address trends.

Change Management and Organizational Effectiveness

• Partner with leaders to implement change management strategies that support organizational transformation.
• Facilitate communication and employee engagement efforts during periods of change.
• Support initiatives focused on continuous improvement, operational excellence, and culture enhancement.
• Assist departments in improving team effectiveness and leadership capabilities.

HR Compliance and Policy Administration

• Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations.
• Interpret and apply HR policies, procedures, and employment guidelines.
• Partner with Legal, Compliance, and Employee Health departments as needed.
• Maintain confidentiality and protect sensitive employee information.

Data Analytics and Reporting

• Utilize HR data and workforce analytics to identify trends and opportunities.
• Prepare reports and recommendations related to turnover, retention, engagement, workforce planning, and other key metrics.
• Use data-driven insights to support leadership decision-making.

Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or combination of experience and other related education preferred.

Experience

Minimum of five (5) years in an HR Business Partner, HR Generalist, Employee Relations, or related consultative HR role required. Experience supporting healthcare organizations, physician practices, academic medicine, behavioral health, or large complex organizations preferred. Experience advising leaders on employee relations, organizational development, and workforce strategy required.

Certifications

One or more of the following preferred:

• SHRM-CP or SHRM-SCP
• PHR or SPHR
• Other relevant HR or leadership certifications

Knowledge, Skills, and Abilities

• Strong knowledge of employment law, HR best practices, and employee relations principles.
• Ability to build trusted relationships with leaders at all organizational levels.
• Skilled in conflict resolution, coaching, and influencing without direct authority.
• Strong analytical and problem-solving capabilities.
• Ability to manage multiple priorities in a fast-paced healthcare environment.
• Excellent verbal, written, presentation, and facilitation skills.
• Experience utilizing HRIS systems, workforce analytics, and reporting tools.
• Demonstrated commitment to diversity, equity, inclusion, and belonging.
• Strong business acumen and understanding of healthcare operations.

Working Environment

Primarily office-based with routine presence in clinical, ambulatory, academic, and operational settings. Frequent interaction with leaders, physicians, faculty, residents, students, and team members across the health system. May require occasional evening or weekend availability to support organizational needs.

Core Competencies

• Strategic Partnership
• Business Acumen
• Leadership Coaching
• Employee Relations Expertise
• Change Management
• Talent Development
• Workforce Planning
• Data-Driven Decision Making
• Collaboration and Influence
• Customer Service Excellence
• Integrity and Confidentiality

Meritus Health Values

The Human Resources Business Partner is expected to demonstrate and promote Meritus Health's values of:

• Integrity
• All In for Quality and Outcomes
• Community Obsessed
• Teamwork

while supporting the organization's mission to improve the health of the community through exceptional healthcare, health services, and medical education.

Caring for Our Team

We offer a comprehensive benefits package to support our employees' well-being and professional growth. Benefits include health, dental, and vision insurance available starting the 1st of the month following date of hire, along with life insurance, & short and long-term disability coverage. Paid Time Off begins accruing from day one, and we also provide a 401k plan, an education assistance program, and an employee assistance program. Additionally, employees working evening, night, or weekend shifts may be eligible for a shift differential, adding even more value to your role.

Happy to Help

At Meritus, we believe in a collaborative and caring work environment. Interactions are an opportunity to learn, listen and to be there for one another. Therefore, we provide warm welcomes, hospitality-driven closures, and are always Happy to Help.

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.