HR Business Partner

Human Resources Business Partner
Location: Hybrid/Remote (must be able to travel periodically to supported markets on the West Coast, based on the needs of the business)
Employment Type: Full-time (Exempt)
Salary: $80,000 - $85,000, depending on location of residence
Date Posted: 10-22-2026
About the Role
The HR Business Partner is the primary People and Culture partner for assigned markets. The role combines leader consultation, workforce and organizational support, and direct ownership of routine-to-moderate employee relations matters from intake through closure. The HRBP uses market knowledge to resolve issues early, coaches leaders toward consistent people practices, maintains complete case records, and promptly transfers matters that meet ERS escalation criteria.
Preference will be given to candidates with strong knowledge of California-specific, employee relations/investigations. Also, there may be travel required on the West Coast based on the needs of the business.
Essential Responsibilities
Employee relations and case ownership: 50%
Receive concerns, create the case record, perform an initial risk screen, and identify urgent safety, confidentiality, evidence-preservation, or reporting needs.
Own Tier 1 and Tier 2 matters, including attendance, performance, policy interpretation, routine conduct, workplace conflict, corrective action plans, and appropriate routine termination consultation.
Plan and conduct proportionate fact-finding or routine investigations; interview relevant parties, assess information, document conclusions, and coordinate consistent action.
Consult leader on Tier 2 matters and before material employment decisions under the approved authority matrix.
Reassess risk when new facts emerge. Stabilize, preserve, and transfer immediately when an ERS trigger is identified.
After ERS accepts a case, provide market context and support implementation without conducting a parallel investigation or communicating findings independently.
Business partnership: 30%
Build trusted relationships with assigned-market leaders and translate business needs into practical people strategies.
Coach leaders on performance, accountability, retention, engagement, team health, organizational change, workforce planning, and consistent policy application.
Identify workforce themes and partner across P&C to implement enterprise programs and market-specific responses.
Recognize potential leave, disability, accommodation, workers' compensation, or benefits issues and refer them promptly to the designated specialist; do not independently own specialist determinations.
Governance, records, and improvement: 20%
Maintain timely, objective, and complete case notes, supporting documents, actions, outcomes, and follow-up records in the approved system.
Monitor open work, deadlines, aging, and commitments; raise capacity or service risks to Lead before service is affected.
Participate in case calibration, policy and SOP reviews, cross-training, leader education, and cross-market initiatives.
Identify recurring themes and share trend insights with Brittany and ERS while protecting confidentiality.
The percentages above are capacity-planning assumptions, not fixed productivity quotas. Lead may adjust them by portfolio, but an HRBP should not carry both a full strategic portfolio and a full ER caseload.
Decision authority and boundaries
Tier 1 matters and fact-finding within policy and delegated authority
Routine coaching, performance, attendance, conduct, CAP, and conflict-resolution guidance
Case closure when facts, action, documentation, and followup are complete
Market partnership and implementation support
Must consult or transfer
Consult Lead on Tier 2 matters and material actions
Transfer every matter meeting a mandatory ERS trigger
Refer specialist determinations such as accommodation/leave eligibility to the designated owner
Do not promise confidentiality, findings, discipline, or outcomes beyond delegated authority
Minimum qualifications
Bachelor's degree in human resources, business, organizational leadership, or a related field preferred; equivalent relevant experience considered.
Five or more years of progressive HR experience, including employee relations, leader consultation, investigations or fact-finding, and multi-site or multi-state support preferred.
Working knowledge of employment practices and the ability to recognize protected activity, discrimination, harassment, retaliation, safety, wage-and-hour, leave/accommodation, and other escalation risks.
Demonstrated judgment, objectivity, influence, written communication, documentation discipline, and ability to manage competing priorities.
HR certification and experience in healthcare, human services, regulated operations, or high-growth environments preferred.
Success measures
Timely response, accurate risk tiering, appropriate consultation/transfer, and no preventable ownership gaps.
Complete, objective documentation; sound recommendations; timely closure