HR Business Partner
- Salary
- $80.5K–$90.6K
- Hiring from
- United States
- Work type
- Hybrid
- Posted
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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
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Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of relevant education and experience.
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Four or more years of progressive Human Resources experience, including substantial hands-on experience in employee relations, investigations, performance guidance, and advising managers.
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Working knowledge of applicable employment laws, employee relations practices, workplace investigations, confidentiality, and consistent policy application.
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Demonstrated ability to independently assess facts, identify risk, exercise judgment, document findings, and make clear, actionable recommendations.
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Strong communication, facilitation, analytical, and organizational skills; ability to manage competing priorities and build credibility with employees and leaders.
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Working proficiency with HRIS/case-management platforms, including or comparable to UKG, and Microsoft Office productivity tools.
