Sr. People Business Partner (Hybrid)

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. The company is uniquely positioned to accelerate the use of genomic and large-scale clinical information to enable precision medicine as the standard of care. GeneDx is at the forefront of transforming healthcare through its industry-leading exome and genome testing and interpretation services, fueled by the world’s largest, rare disease data sets. For more information, please visit www.genedx.com.

Summary   

This is a hybrid role requiring on-site presence 3 days/week (your choice) in Gaithersburg, MD. 

As a Senior People Business Partner, you’ll serve as a trusted advisor to senior leaders—driving talent priorities, strengthening manager effectiveness, and enabling teams to perform at their best in a fast-moving, science-driven environment. Operating as a senior individual contributor, you’ll partner with leaders to navigate employee relations with confidence, guide organizational and workforce changes, and bring a practical, data-informed lens to decisions that shape the business. 

You’ll report to the Sr. Director of People Experience and work closely with leaders across the organization and the broader People team to deliver high-impact partnership and scalable solutions. This role is built for someone who thrives in complexity, leads through influence, and elevates how people practices show up day-to-day—while also owning or co-owning key People programs that help the organization grow well. 

 Job Responsibilities 

 Strategic People Partnership and Consultation 

• Consults with leaders, providing tactical and strategic people services and guidance aligned to business goals. 
• Partners with leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. 
• Advises leaders on organizational design and structure changes, including role clarity, spans/layers, and team effectiveness. 
• Guides managers through functional changes (organizational shifts, restructuring, policy/process changes), ensuring leader readiness, clear communication, and adoption. 

Employee Relations, Investigations, and Coaching 

• Manages and resolves day-to-day employee relations matters and leads complex ER, coaching, and performance cases 
• Conducts effective, thorough, and objective investigations; assesses risk, recommends outcomes, and ensures consistent documentation and follow-through. 
• Provides performance management guidance to leaders (coaching, feedback, career development, disciplinary actions) and strengthens manager effectiveness. 

Talent Management and Performance  

• Supports execution of performance cycles and quarterly check-ins, ensuring consistent and equitable application across supported functions. 
• Leads functional talent reviews and partners with leaders to support performance calibration and succession readiness discussions. 
• Partners with leaders to identify development opportunities and implement action plans to improve performance, engagement, and retention. 

Workforce Planning and Organizational Effectiveness 

• Provides guidance on workforce planning, including staffing strategy, internal mobility, and headcount changes.  
• Uses insights and available data to identify trends, diagnose organizational issues, and recommend interventions. 

Policy, Compliance and Risk Management 

• Ensures consistent application of all policies and departmental guidelines; communicates People programs and policies and addresses related questions.  
• Provides People policy guidance and interpretation; maintains in-depth knowledge of employment law and legal requirements related to employee management.  
• Partners with the Legal department as needed/required; leads the process of capturing desired changes in policies, practices, or procedures. 

Program Ownership and Cross-Functional Leadership 

• Participates in functional and cross-functional initiatives; contributes to corporate People project teams and programs with a focus on scalable impact. 

 Education, Experience, and Skills 

• 5–8 years progressive HR/People Business Partner experience, including strong employee relations exposure  
• Experience supporting senior managers and/or medium-to-large functions in a consultative HRBP model  
• Proven ability to manage complex ER and coaching cases, including investigations and appropriate documentation  
• Experience leading functional talent reviews and supporting calibration and/or succession discussions  
• Experience advising leaders on org design and workforce planning (structure changes, role clarity, headcount planning)  
• Ability to guide leaders through change and improve manager effectiveness in growth/transformation environments  
• Experience co-owning 1–2 horizontal People programs and delivering results through influence (no direct authority)  
• Strong working knowledge of employment law and HR policy interpretation; able to assess risk and partner with Legal as needed  
• Strong manager coaching and stakeholder management skills (performance, feedback, team dynamics, conflict resolution)  
• Data-informed mindset with the ability to interpret people trends and translate insights into action  
• Strong communication, relationship-building, and influencing skills across levels  
• Solid HR operations foundation (HR processes, case management, HR systems) and ability to partner across COEs  
  
• Proficiency in Microsoft Office (Excel/PowerPoint), HRIS (Workday preferred), and people analytics/reporting tools  
  
• High EQ, sound judgment, discretion with sensitive information, and consistent follow-through 
   

Physical Demand

This is a sedentary role requiring prolonged periods of sitting while working at a computer. Physical demands include: 

• Sitting for extended periods (up to 8 hours per day) 
• Repetitive use of hands and fingers for typing and mouse operation 
• Visual acuity for reading computer screens and documents 
• Ability to communicate effectively via phone and video calls 
• Occasional lifting of up to 10 pounds (office supplies, equipment) 

Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position. 
 

Acknowledgements 

The above job description is not intended to be an all-inclusive list of duties and standards of the position.  Incumbents will follow any other instructions and perform any other related duties, as assigned by their supervisor.