Human Resources Business Partner

• →Partner with business leadership to align talent strategies and workforce initiatives with organizational goals and operational priorities.
• →Serve as a strategic advisor to leaders on employee engagement, organizational effectiveness, workforce planning, and talent development.
• →Provide guidance and support on employee relations matters, investigations, conflict resolution, coaching, and performance management.
• →Support succession planning, leadership development, and talent review processes to strengthen organizational capability and bench strength.
• →Facilitate the annual performance management cycle and partner with leaders on employee development planning.
• →Collaborate with leaders to assess staffing needs, support recruitment strategies, and participate in candidate selection activities.
• →Support organizational change initiatives by helping leaders communicate effectively, manage transitions, and drive employee adoption.
• →Interpret and apply HR policies, employment practices, and regulatory requirements consistently across the organization.
• →Ensure compliance with federal, state, and local employment laws and regulations.
• →Serve as a resource to employees regarding HR programs, policies, benefits, leave administration, and workplace concerns.
• →Maintain employee records and process personnel actions within HRIS/payroll systems, including onboarding, employee changes, and terminations.
• →Analyze HR trends and workforce data to support informed decision-making and business planning.
• →Partner with HR leadership to implement enterprise-wide HR initiatives and continuous improvement efforts.
• →Promote a positive, collaborative, and high-performance culture aligned with company values.

• Strategic HR Partnership – Aligns people strategies with business objectives and operational priorities.
• Relationship Building & Influence – Builds trust and credibility with employees and leadership at all levels.
• Business & Financial Acumen – Understands organizational operations, workforce impacts, and business drivers.
• Employee Relations & Coaching – Effectively manages sensitive employee matters and provides leadership coaching.
• Organizational Development – Supports talent planning, succession management, and leadership development initiatives.
• Change Management – Helps leaders navigate organizational change and drive employee engagement.
• Problem Solving & Decision Making – Uses sound judgment, data, and critical thinking to address complex situations.
• Communication & Collaboration – Communicates clearly and works effectively across departments and teams.
• Data & HR Systems Literacy – Uses HR metrics and systems to support analysis, reporting, and decision-making.
• Integrity & Confidentiality – Demonstrates professionalism and discretion in handling sensitive information.

The physical demands and work environment characteristics described here are representative of those required to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

This position primarily operates in a professional office environment and may require occasional travel and flexibility outside standard business hours as needed.

• Bachelor’s degree in Human Resources, Business, Organizational Development, or related field or related relevant experience.
• Minimum of 5–8 years of progressive Human Resources experience.
• Multi-state employment experience.  Must have California employment experience.
• Strong understanding of employee relations, talent management, organizational development, and employment law.
• Experience partnering with leaders in a multi-site or fast-paced environment.
• Proficiency with HRIS/payroll systems and Microsoft Office Suite.
• Strong communication, interpersonal, analytical, and problem-solving skills.
• Ability to manage multiple priorities independently and effectively.
• Ability to maintain confidentiality and exercise sound judgment.

• Healthcare industry experience preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience supporting organizational change and strategic workforce initiatives.