Brady has one powerful mission — to unite all Americans against gun violence.
Each year, 40,000 people in the U.S. die from gun violence. We can change that. No organization has a more comprehensive and systematic approach to ending America’s gun violence epidemic. They say it can't be done. But we know Americans can do anything. Even end this epidemic of gun violence. For we are more powerful than any problem when we work as one. Now is the time to unite people, from coast to coast, young and old, liberal and conservative, fed up and fired up, and free our country from what is killing us. It's in our hands.
Job Summary
The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and trusted partner to organizational leaders, managers, and employees, with a strong focus on employee relations, performance management, organizational effectiveness, and talent strategy.
This role partners closely with leadership to understand business priorities, identify people-related needs, and develop practical HR solutions that support organizational objectives and foster a positive, high-performing workplace. The Sr. HRBP provides guidance and coaching to managers on employee relations matters, performance concerns, policy interpretation, organizational change, workforce planning, and employee development.
The ideal candidate is a collaborative and solutions-oriented HR professional with strong employee relations experience, sound judgment, and the ability to balance employee needs, organizational objectives, and employment practices while building trusted relationships across all levels of the organization.
Key Responsibilities
HR Business Partnership & Leadership Support
Serve as a strategic HR partner and primary point of contact for assigned leaders and departments on employee and organizational matters.
Develop a strong understanding of departmental goals, workforce needs, and operational challenges to provide proactive HR guidance and solutions.
Partner with senior leadership to align people strategies with organizational priorities and business objectives.
Coach and advise managers on leadership effectiveness, employee performance, team dynamics, communication, and people-management practices.
Provide guidance to leaders regarding organizational structure, workforce planning, talent needs, and employee development.
Identify workforce trends, organizational risks, and opportunities and recommend appropriate HR strategies and interventions.
Build strong, trusted relationships with leaders and employees while maintaining appropriate confidentiality and professional judgment.
Support organizational change initiatives and help leaders effectively communicate and manage change within their teams.
Employee Relations
Serve as a key resource for employee relations matters, providing guidance to managers and employees regarding workplace concerns, policies, performance, and conflict resolution.
Partner with the VP of Human Resources & Operations in developing, reviewing, and implementing employee relations policies, procedures, and practices.
Conduct and support fair, thorough, and timely workplace investigations involving employee complaints, policy concerns, interpersonal conflicts, and other workplace matters.
Advise managers on appropriate documentation, corrective action, performance improvement plans, and other employee relations interventions.
Coach managers through difficult employee conversations and assist in developing appropriate approaches to complex or sensitive situations.
Facilitate conflict resolution and help leaders address workplace concerns proactively before they escalate.
Identify patterns and trends in employee relations matters and recommend strategies to improve employee experience, engagement, communication, and organizational effectiveness.
Ensure employee relations matters are handled consistently and in accordance with organizational policies and applicable employment laws.
Maintain appropriate documentation and confidentiality regarding employee relations matters and investigations.
Performance Management & Talent Strategy
Partner with leaders throughout the performance management lifecycle, including goal setting, ongoing feedback, performance reviews, development planning, and performance improvement.
Coach managers on addressing performance concerns effectively and consistently.
Support talent reviews, succession planning, career development, and employee retention initiatives.
Identify development opportunities for employees and leaders based on organizational and individual needs.
Partner with leadership to identify high-potential talent, skill gaps, succession needs, and opportunities for internal growth.
Develop strategies that strengthen employee engagement, retention, performance, and career development.
Organizational Development & Employee Engagement
Partner with leaders to assess team effectiveness, organizational health, and employee engagement.
Develop and support initiatives designed to strengthen workplace culture, employee engagement, communication, collaboration, and retention.
Support organizational change, restructuring, and other workforce initiatives by providing HR guidance and change-management support.
Partner with cross-functional stakeholders on organizational initiatives, including employee engagement, team building, leadership development, and inclusion efforts.
Use employee feedback, HR data, and organizational trends to identify opportunities for improvement and recommend appropriate actions.
Learning, Leadership & Professional Development
Assess organizational and departmental development needs in partnership with leadership.
Develop and facilitate targeted training and professional development programs based on identified business and workforce needs.
Support leadership development through coaching, manager training, workshops, and other development initiatives.
Develop resources and learning opportunities that strengthen manager effectiveness and employee capabilities.
Support mentorship, career pathing, succession planning, and other pr
Benefits & Employee Experience
The salary range for this position is ($100K-$120K) annually, with the exact salary depending on experience. At Brady, we believe supporting our mission starts with supporting our people. We offer a highly competitive and comprehensive benefits package designed to support employees’ health, financial well-being, families, and work-life balance. Benefits include 90% employer-funded platinum medical coverage, 100% employer-funded dental and vision insurance, a 403(b) retirement plan with an automatic 1% employer contribution, employer-paid life and AD&D insurance, 16 weeks of paid parental leave, unlimited PTO, eleven paid federal holidays, and a paid year-end office closure.
We also recognize and reward long-term commitment with a fully paid four-week sabbatical after five years of service and an eight-week sabbatical after ten years. Employees enjoy a flexible hybrid work environment, with DC-based staff generally working in the office two days per week, along with free onsite parking at our DC headquarters, cell phone reimbursement for those who qualify, an annual Headspace subscription, flexible spending accounts, and pre-tax parking and transit benefits. Our goal is to give employees the resources, flexibility, and meaningful time away from work they need to thrive both personally and professionally.
Brady is proud to be an Equal Opportunity Employer and believes in driving equality in our communities and workplace. Brady is committed to creating a diverse and inclusive workforce, and providing equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, marital status, gender identity, veteran status, or any other protected class according to local, state, and federal law. We also provide reasonable accommodation for candidates with disabilities in our recruiting process. To request an accommodation during the interview process, please email: bjoiner@bradyunited.org
Brady understands that gun violence disproportionately harms communities that have long faced systemic racism and inequities, including Black, Latinx, Native American, and LGBTQ people. We believe that these communities must be centered in the work we do. We strongly encourage applications from people with these identities and lived experiences.
