HR Business Partner (Job ID: 2025-3644)

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The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level.

We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy.

With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors.

Brookings Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 16, including Staffing, Benefits, Compensation & HR Technology, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way.

Position Location:This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week.

Ready to contribute to Brookings success?

Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. The HR Business Partner (HRBP) provides high-quality strategic consultation, guidance, and proactive support to assigned research programs and business units, ensuring alignment of HR initiatives and processes with program/business unit goals and priorities with the Institution’s mission and values. The Partner is the primary point-of-contact for HR Liaisons (HRLs), managers and employees and is dedicated to finding, growing, and retaining top talent. The Partner serves as a consultant and provides guidance and support on program/business unit initiatives. Consults with leadership to proactively affect staff engagement, talent management, employee relations, performance management, and compensation matters. This role, with a strong focus on HR strategy, operational efficiency, and employee relations, will work collaboratively with other HR functions (Compensation, Benefits, Talent Acquisition and Learning & Development) to operate as a credible expert and advisor to leaders and staff. The HRBP reports to the Director, Employment.

Strategic Counsel and Support (30%)

• Establish trusted, collaborative, responsive, and influential relationships with leaders and managers across the organization, understanding their strategies, priorities, and goals. Utilize this business knowledge to shape HR strategy and priorities.

• Serve as a strategic business partner, consultant and coach to HRLs and managers to help solve complex challenges through creative and people-forward solutions.

• Consult with leadership to provide strategic advice and guidance on workforce planning and evolve organizational capability in employee engagement, diversity, equity and inclusion, and change management.

• Diagnose needs and develop practical, creative, and innovative solutions to increase team and program/business unit performance and advance business strategy.

• Provide strategic guidance on program/business unit reorganizations, organizational design, and workforce planning.

• Support institutional efforts to retain staff by supporting talent acquisition, talent management, total rewards, and performance management.

Employee Relations and Performance Management (30%)

• Provide guidance and support to managers and employees on complex employee relations issues, which includes explanation of employment laws and compliance requirements.

• Provide guidance and support on matters related to manager and employee coaching, job and career development, performance management, promotions and disciplinary actions.

• Provide support and guidance to managers and staff to ensure compliance with the collective bargaining agreement. Partner with Director, Employment and Office of General Counsel to support effective labor relations, including during contract negotiations.

• Supervise the performance management process, including procedures for HRLs and managers to provide guidance on the introductory performance review, salary changes and annual performance evaluation processes including program/business unit briefings.

• Provide job and compensation guidance and support for salary adjustments and promotion/equity reviews.

• Review and update job descriptions for existing staff as needed. Partner with Director of Compensation and HRIS to determine the appropriate classification and compensation.

General Human Resources (25%)

• Operationalize projects and initiatives by either serving as the project manager or supporting the team on various human resources or institutional initiatives. Provide change management support during times of transformation.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risk and ensuring regulatory compliance.

• Proactively recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.

• Strategically partner with business leaders and executives on various people-focused initiatives to further organizational development, talent development, career progression and Diversity, Equity, and Inclusion initiatives.

• Remain current on HR trends and best practices with a focus on recruitment.  Maintain a network of informed and helpful professional colleagues.

• Manage projects and/or participate as a project member on various human resources or institutional initiatives to continuously evaluate and improve process, procedures, and service delivery.

• Provide support to other HRBPs and the Director, Employment as needed.

Talent Management (15%)

• Provide high-quality, responsive service and human resources expertise in consulting with and guiding hiring managers and HRLs in the recruitment and selection process.  Communicate processes, timelines and provide regular status updates.

• Assist with the recruitment and selection process by collaborating with Sr. Talent Acquisition Specialist, hiring managers and HRLs to determine the business need, develop the job description, create a recruitment strategy and oversee the internal recruitment approval process. Provide guidance on the entire process ensuring it meets the institutional and HR guidelines as well as the needs of the program or business unit.  Collaborate with the compensation, HRIS and benefits teams within HR as needed.

• Assist with the recruitment process as needed: Screen resumes; interview applicants; present qualified candidates; ensure coordination of interviews, debrief with hiring team.

• Prepare salary recommendation for approval and extend offers. Ensure completion of required applicant tracking and employment processes.

• Provide direction and oversight to the HR Generalists and HR Coordinators on recruitment and employment activities such as the development and placement of job postings, prescreens, reference checks, background investigations and the onboarding process.  Oversee the work of HR Generalist supporting temporary staffing needs for assigned programs and business units.

• Partner with HRLs, Director, Employment and the Office of General Counsel as needed for work authorization, alternative work arrangements, and relocation benefits for new hires.

Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications:

Education/Experience Requirements

Bachelor’s degree required (concentration in Human Resources Management desirable). PHR, SPHR, SHRM-CP or SHRM-SCP preferred.  Minimum five years of HR generalist experience with a focus on strategic partnership, client management, employee relations, performance management and compensation. Strong preference for candidates with experience working in a unionized environment and supporting both staff and managers on contract-covered matters. Demonstrated ability to successfully perform in an atmosphere of multiple projects, shifting priorities and deadline pressures.  Must be authorized for any employer in the U.S.

Knowledge/Skill Requirements

Thorough knowledge of federal and D.C. employment laws and regulations as well as HR best practices and policies.  Familiarity with immigration and visa practices. Excellent oral and written communication skills (including proofreading and editing) that demonstrate a clear expression of ideas, thoughts and concepts with the ability analyze data and design materials and reports. Must have sound judgment and the ability to use discretion in handling sensitive and confidential HR issues and information, along with skill in providing objective and neutral HR services. Ability to establish trust and credibility and maintain positive relationships with internal and external clients. Excellent interpersonal skills with a strong customer service orientation and a proactive, flexible work style. Ability to develop and maintain strong working relationships among internal staff and external contacts. Possess a high degree of emotional intelligence, along with the ability to communicate with diverse audiences and quickly establish credibility

Excellent organizational, project management, presentation and time management skills with careful attention to detail. Ability to resolve problems responsively and creatively while balancing internal client needs with HR compliance. Demonstrated ability to successfully perform in an atmosphere of multiple projects, shifting priorities and deadline pressures.  Ability to work effectively both independently and on a small, collaborative team. Intermediate knowledge of Microsoft Office suite and HRIS systems required. iCIMS and Workday preferred.

Additional Information

What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. 

Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment.

Successful completion of a background investigation is required for employment at Brookings.

Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background.  We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.