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Job Title:
Senior Human Resources Business Partner
Job ID:
Job Function:
Full/Part Time:
Job Category:
Human Resources
Washington, DC US
Business Unit:
Human Resources Group
Business Unit Description

Human Resources

AARP is a nonprofit, nonpartisan organization, with a membership of nearly 38 million that helps people turn their goals and dreams into 'Real Possibilities' by changing the way America defines aging. With staffed offices in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands, AARP works to strengthen communities and promote the issues that matter most to families such as healthcare security, financial security and personal fulfillment. AARP also advocates for individuals in the marketplace by selecting products and services of high quality and value to carry the AARP name.  As a trusted source for news and information, AARP produces the world’s largest circulation magazine, AARP The Magazine and AARP Bulletin.

The Human Resources Group aligns policies, procedures, and activities with AARP’s mission and strategic priorities.  Human Resources does this by partnering with AARP’s leaders and employees to assist them in achieving their objectives.  We challenge dynamics inhibiting AARP progress and help AARP meet its social and financial objectives

Summary Statement

Reporting to the VP, HR Group Consulting Services, the Sr. HR Business Partner (HRBP) will understand and proactively address the day-to-day human resource needs of the business in order to maintain alignment between business activities and the overall human resource departmental requirements. The HRBP serves as a consultant to management on human resource related issues, policies and practices. The HRBP assesses and anticipates HR-related needs, challenges and influences leadership team on implications of business decisions, trends, issues, and operating environment that impact both the business area and/or AARP. Communicating proactively with our overall Human Resource Department and business management, the HRBP seeks to develop integral solutions. Working in concert with the HR Consulting Services Director, acts as a human capital liaison for the business/enterprise across the functional areas of HR, including culture & inclusion, workforce strategy and planning, workforce analytics, organizational effectiveness, employment branding and recruiting, leadership development, succession planning, performance management, total rewards, compensation and employee relations. The incumbent acts as a champion for the business, our products and services, monitoring the effect of business decisions on people and advises leadership appropriately. The HRBP will take a business partner approach in leading development of positive and fair employee relations policies and programs of the organization. The HRBP is responsible for employee relation matters and conducts investigations for the corporation. Successful person will also be involved in the development of appropriate metrics to measure the contribution of the department's efforts.


Key Responsibilities:

  • Understand the business including productivity and financial metrics, organizational capabilities, systems and structures
  • Develop and implement solutions to meet identified talent needs
  • Support business leaders by communicating the company philosophy, strategy and value.
  • Work with business leadership to implement decisions and programs created by Human Resources leadership
  • In partnership with the HR Consulting Services Director, the HR Business Partner supports a client group  and performs data management and client support along with coaching and counseling employees
  • Manage and resolve complex employee relation issues; conduct investigations to minimize legal and third party exposure while maximizing positive resolution.
  • Utilize conflict resolution skills, and mediate between stakeholders including but not limited to conducting investigations
  • Consultation to business in reorganization decisions, reductions in force.
  • Thoroughly reviews all documentation of any existing intake interviews and determines the appropriate people to interview and order of priority, develops line of questioning, determines whether other areas of specialization (eg. Compliance, security, legal) need to participate.
  • Prepares effective documentation and makes recommendations for disciplinary actions and termination of employment.
  • Understand, apply and teach retention concepts to attract, motivate and retain employees
  • Ensure effective communication channels within the division
  • Support performance management practices (defining success, establishing measurements, providing feedback and rewarding performance)
  • Apply strong cross-functional relationship, influence and persuasion skills
  • Lead projects where the impact is significant in supporting the client's needs
  • Lead and participate in HR best practices and project delivery

Requires a large degree of independent thinking and decision making. This position interacts with senior-level management and is responsible driving the overall management of our human capital.   The position has access to sensitive data and business decisions.


  • Bachelor’s degree preferred plus a minimum of 10 years of HR experience
  • PHR/SPHR preferred
  • Experience managing multiple client groups within an Organization
  • Functional expertise in employee relations, management and leadership coaching, organizational design
  • Ability to be proactive, to anticipate and provide alternatives and options to the business in a fast paced environment
  • Ability to think strategically, in a fast-paced environment while prioritizing to meet deadlines
  • Ability to develop productive and effective relationships across all levels and with diverse client groups
  • Ability to diagnose and successfully handle employee relations and organizational development issues
  • Outstanding written and verbal communication skills; must be an articulate and persuasive communicator
  • Ability to prepare and make senior level presentations, and collect, assimilate and analyze data
  • Working knowledge of compensation to include position classifications
  • Consistent track-record of success within organizations that demand a high degree of energy, flexibility, adaptability and embrace iterative activity
  • Knowledge of federal, state and local laws, statutes, etc. which govern employment policies and practices

Benefits Offered

 AARP offers competitive benefits with a 401K, 100% company funded pension plan, health, dental, vision and life insurance, STD/LTD, paid vacation and sick, and other benefits.

Equal Employment Opportunity

AARP is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.  AARP does not discriminate on the basis of race, ethnicity, religion, sex, color, national origin, age, sexual orientation, gender identity or expression, mental or physical disability, genetic information, veteran status, or on any other basis prohibited by applicable law.



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