HR Business Partner
Full-Time (Hybrid)
Hiring Range: $80,537 - $90,604 annually
ESSENTIAL DUTIES
HR Business Partnership
- Build trusted working relationships with leaders in assigned health centers; understand department priorities, employee needs, and the workforce factors affecting service delivery.
- Monitor turnover, attendance, performance, engagement, and exit trends in the assigned region; bring practical recommendations to HR leadership and follow through on approved actions.
- Partner with Talent Acquisition and hiring managers on interview and selection for health center management roles.
- Maintain awareness of leadership bench strength across the assigned health centers; identify successors and development needs for key roles and support succession planning through established HR processes.
- Support onboarding in the assigned region and guide managers through separations, coordinating with Payroll and HR Operations on timing and documentation and supporting designated exit-interview initiatives.
Employee Relations, Investigations, and Conflict Resolution
- Serve as the primary HR contact for employee concerns, complaints, conflicts, and personnel policy questions in the assigned region.
- Conduct assigned workplace investigations from intake through findings, recommendations, and closure, maintaining objective documentation and confidential case records.
- Coach managers on early intervention, difficult conversations, and conflict resolution; determine whether an issue calls for coaching, mediation, formal investigation, or escalation.
- Partner with the Director of Labor Relations on represented-employee matters, following applicable representation and contractual procedures; grievance strategy, bargaining, and collective bargaining agreement interpretation remain with Labor Relations.
Performance Management and Manager Development
- Guide leaders on setting expectations, documenting coaching, managing attendance, and applying performance standards fairly and consistently.
- Review proposed corrective action, performance improvement plans, and separation recommendations for factual support, procedural consistency, and policy alignment; elevate high-risk decisions for approval.
- Deliver assigned manager training on feedback, documentation, employee relations, and conflict resolution in partnership with Learning and Development.
- Support the annual performance review cycle in the assigned region and help leaders use reviews for meaningful development and accountability conversations.
HR Collaboration
- Partner with HR Stakeholders and Subject Matter Experts to ensure employee matters are routed and escalated appropriately.
- Apply federal and state employment laws, with emphasis on California and Nevada requirements and awareness of other states where remote employees work, along with affiliate policies; follow established escalation procedures and consult Legal, Labor Relations, or HR subject-matter experts when necessary.
Working Conditions and Organizational Expectations
- Periodic travel to assigned health centers and other affiliate locations may be required for investigations, manager consultations, and training. Team assignments and duties may evolve with organizational needs.
QUALIFICATIONS
- Experience in healthcare, nonprofit, or multisite
- Experience supporting union-represented teams in partnership with a dedicated Labor Relations function.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Experience coaching leaders, facilitating training, or supporting employee-engagement initiatives.
REQUIREMENTS
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of relevant education and experience.
Four or more years of progressive Human Resources experience, including substantial hands-on experience in employee relations, investigations, performance guidance, and advising managers.
Working knowledge of applicable employment laws, employee relations practices, workplace investigations, confidentiality, and consistent policy application.
Demonstrated ability to independently assess facts, identify risk, exercise judgment, document findings, and make clear, actionable recommendations.
Strong communication, facilitation, analytical, and organizational skills; ability to manage competing priorities and build credibility with employees and leaders.
Working proficiency with HRIS/case-management platforms, including or comparable to UKG, and Microsoft Office productivity tools.
