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MS
Administration/Managerment

Human Resources Business Partner (HRBP)

Morehouse School of Medicine · United States
Deadline
Mar 04, 2027
Closing in 136 days
Location
N/A
United States
Employment
None
Full time
Reference
N/A
Posted Sep 08, 2026

About the role

Morehouse School Of Medicine Applicant Portal Human Resources Business Partner (HRBP) Human Resources Business Partner (HRBP) Bookmark this Posting Print Preview Apply for this Job Please see Special Instructions for more details.

Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available.

Posting Details

Position Information

About MSM Morehouse School of Medicine (MSM) is a place of distinction, serving as the nation's leading academic medical center for vulnerable populations. It's also a place for passionate individuals looking to join a dedicated community working today to help prepare tomorrow's leaders.

We exist to: • Improve the health and well-being of individuals and communities; • Increase the diversity of the health professional and scientific workforce; • Address primary health care through programs in education, research and service; With emphasis on people of color and the under-served urban and rural populations in Georgia, the nation and the world.

At Morehouse School of Medicine, we're leading the creation and advancement of health equity. You will find a fulfilling career at MSM!

Posting Number NONAC3780 Job Title Human Resources Business Partner (HRBP) Position Title Human Resources Business Partner (HRBP) Position Type Non-Faculty Number of vacancies 1 Salary Commensurate with experience Department Human Resources Position Summary MSM People function is transforming Human Resources to expand our support of our institution as MSM leads in the creation and advancement of health equity. Through strategic imagination, agility, resilience, and active collaboration, we deliver the talent and organizational strategies that deliver results for our institution. We are preparing for the future of our organization and the workplace by devising progressive HR and talent solutions that empower our employees and enable a culture of collaboration and innovation We are looking for professionals who have a futurist view, think on their feet, and focus their efforts on supporting our leaders as we grow our institution, lead strategic programs with the greatest potential for positive impact, and manage our HR processes and practices within their client organizations with MSM's Research Enterprise. The Role: The Human Resources Business Partner (HRBP) serves as an influential people partner, advising our mission area leaders. This leader plays a key role in crafting and implementing the HR strategy and programs in support of short-term and long-term mission area goals with the overall goal of attracting, retaining, and developing the best talent.

The role is on-site at Morehouse School of Main Campus. Minimum Qualifications Education: Bachelor's Degree or higher from a regionally accredited college or university Experience: 10+ years of related HR experience with at least 3+ years of progressive leadership experience in HR disciplines with a strategic focus Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Experience working with, coaching, and influencing leaders Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative Ability to maintain confidentiality Ability to diagnose a problem and identify and drive appropriate solutions Preferred Qualifications Education: Graduate degree in business, HR or related field HR certification such as PHR, SPHR or GPHR Experience: 15+ years of related HR experience with 5+ years of HR in an HR leadership role Demonstrated ability to drive human resource strategies and programs in a complex, fast growing, and dynamic environment Previous experience in a clinical/healthcare or academic healthcare setting is strongly desired. Executive presence, ability to successfully present to and communicate with senior leaders Demonstrated ability to work in a matrix organization Proficient in HR Competencies Closing Date Open Until Filled Yes Special Instructions to Applicants Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available. Quick Link https: // careers.msm.edu/postings/24501 EEO Statement Summary Morehouse School of Medicine is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Georgia State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Morehouse School of Medicine does not discriminate on the basis of race, age, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, or gender identity or expression.

Job Duties

Description of Job Duty Responsibilities: Strategic Partner and Change Agent:

  • Develop, lead, implement, and execute people strategy opportunities to compete and succeed. Contribute to the execution of the strategic plan through the creation and implementation of people strategies that attract, develop, and retain talent.
  • Collaborate with and influence leaders to prioritize strategic people priorities and solutions that accelerate the achievement of mission area or department's priorities through talent management, diversity and inclusion, rewards and recognition, and organizational effectiveness.
  • Serves as a consultant to management on human resource-related issues and acts as an employee champion and change agent for the client base.
  • Assesses and anticipates HR-related needs and communicates needs proactively with institutional leadership and seeks to develop integrated solutions.
  • Formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the institution.
  • Work collaboratively across the organization. Be the influencer for the rest of the Human Resource team to ensure the institution receives the best support to ensure the delivery of people strategies.
  • Anticipate and respond to changing MSM needs. Influence lasting change in assigned departments by serving as a change advocate on institution-wide strategies and initiatives.

    • Culture Steward:

  • Be the cultural enabler for the organization. Promote a culture and environment that is productive, open, and empowering, and coach others to behave in line with our management and leadership principles.
  • Monitor employee attrition through exit interviews, report findings, and recommend retention strategies. Identify trends. Monitor and recommend strategies to address employee engagement.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Create the culture that enables the organization to be successful. In partnership with the leader, develop and drive the employee engagement strategy to help make MSM the very best place to be.

    • Talent Advisor:

  • Develop and execute resourcing and talent strategies for the organization that ensure we have the right people in the right place at the right time. Interpret data insightfully and generate original insights for strategic talent priorities. Analyze qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities.
  • Work closely with area leadership to identify, coach, and develop talent.
  • Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
  • Facilitates talent reviews, succession planning, and workforce planning for the business units.
  • Identifies training needs for business units and individual management coaching needs.
  • Supports the development and implementation of HR plans, programs, and tools with leaders and centers of excellence to build and enhance organizational capability.

    • Positive Employee Relations and HR Compliance:

  • Manages and resolves complex employee relations issues.
  • Conducts effective, thorough, and objective investigations
  • Provides HR policy guidance and interpretation.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
  • Partners with the Director of Employee Relations, Office of General Counsel, and Office of Compliance as needed/required.

    • HR Architect / Organization Design:

  • Provides strategic guidance on business unit restructures.
  • Proactively reviews established organization design and coaches leaders on options to realign organization to achieve maximum effectiveness and productivity.
  • Develops unit or mission area workflows, suggests organization design opportunities
  • Builds organization structure options and recommendations.
  • Documents work efforts that structure needs to support, teases out and maps roles and jobs, develops job descriptions.
  • Assists unit leader in implementation of organization design.
  • Executes strategic workforce planning inside units. Identifies areas of concern or risk.
  • Works on acquisitions and integration as needed.

    • Leveraging Data:

  • Leverages data to identify and address trends in engagement, turnover, staffing, etc.
  • Interprets data and provides insights to leaders to generate strategic talent priorities.
  • Analyze qualitative and quantitative data to solve problems and drive continuous improvement, employee engagement, staffing, etc.
    • Other duties as assigned.Typically supports 200-400+ employees. Pre-Employment/Employment Requirements

    All offers of employment are contingent upon successful completion of all pre- employment screenings.

    Immunization

    Immunization Requirements It is MSM's Immunization policy that all Prospective Employees are encouraged to provide proof that they are vaccinated against COVID-19 prior to commencement of employment. If employment will commence during Flu Season, MSM requires all individuals to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless granted an exemption. Failure to provide proof of vaccination for any required vaccines or obtain an exemption from MSM will result in rescission of a candidate's offer of employment or disciplinary action up to and including termination. Posting Specific Questions

    Required fields are indicated with an asterisk ().

  • What is your highest level of completed education?
  • High School/GED
  • Associate's Degree
  • Bachelor's Degree
  • Master's Degree
  • EdD, MD, PhD, DrPH, JD
  • Do you have experience in an HR leadership capacity? If yes, how many years?

    • (Open Ended Question)

  • Please detail your HR experience to include number of years. Do not enter see resume.

    • (Open Ended Question)

  • Please provide your salary requirement. Do Not Enter Negotiable, a specified salary range is required. Not providing a salary requirement will result in your application being incomplete and will not be considered.

    • (Open Ended Question)

    Applicant Documents

    Required Documents

  • Cover Letter
  • Curriculum Vitae or Resume

    • Optional Documents

    How to apply

    Read the full posting, then apply through the employer's own site. Applications are handled by the institution, not by AcademicGates.

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