HR Business Partner

Job Description At NorthBay Health, this Manager provides strategic and operational support to the executive and operational leaders within assigned functional areas. The role serves as a trusted advisor partnering with leadership to align human resources strategies with organizational goals, workforce planning, employee engagement, labor and employee relations, talent management, and change management initiatives. The Manager ensures consistent execution of HR programs, policies, and workforce strategies across the organization, and partners closely with Talent Acquisition, Compensation, Benefits, Organizational Development, Learning, Employee Labor and Relations, Leave of Absence, Workplace Culture and Compliance to deliver integrated HR solutions for a high‑performing, patient‑centered culture. Job Duties Strategic Partnership Partner with operational leaders to develop and implement HR strategies aligned with strategic business objectives. Consult with management and provide guidance on human resources matters. Meet with leaders regularly and participate in operation meetings as requested. Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. Lead programs and initiatives, champion the organization’s culture, and develop practical local solutions to achieve business objectives. Employee & Labor Relations Ensure consistent application of policies, procedures, and labor laws. Promote a positive work environment and engagement initiatives. Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues; support PIP, corrective action, termination, and RIF processes. Coach leaders to reduce risk to the organization and assist in resolving workplace issues. Manage accommodation and fitness for duty processes. Collaboratively work with the Manager of Labor Relations, interpret collective bargaining agreements, and support labor relations activities, including grievances. Talent Management & Development Support performance management, check‑ins, goal setting, evaluations, career development, and coaching. Partner with leadership on succession planning and staff development initiatives. Improve work relationships, build morale, and increase productivity and retention. Identify training needs for business units and individual executive coaching needs and coordinate with learning leaders to develop programs. Coaching leaders to enhance people‑leadership capabilities and ensure the quality of HR service delivery. Train at least one HR topic for the organization. Compliance & Policy Management Stay abreast of and ensure compliance with federal, state, and local employment laws. Provide HR policy guidance and interpretation. Interpret and apply HR policies and procedures consistently across departments. Support audits and regulatory requirements, particularly in healthcare environments. Change Management & Organizational Development Support change initiatives, including restructuring, mergers, or process improvements. Use analytical tools to inform business decisions. Coach leaders/staff on change management best practices. Leadership Lead, coach, hire, and develop a team of HR Business Partners to ensure effective support of organizational and departmental objectives. Advise leaders and partners on employee relations matters and performance. May analyze workforce metrics and trends to inform decision‑making and strategic planning. Lead or support enterprise HR initiatives, committees, and cross‑functional projects aligned with organizational priorities. Qualifications Education: Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field required. Master’s degree preferred. Experience: Minimum of 6 years of progressive HR leadership experience, preferably within a complex healthcare system or large matrixed organization. Minimum of 4 years of experience as an HR Business Partner and 3 years of leadership experience managing HR teams. Experience supporting healthcare operations, including clinical and non‑clinical functional areas, strongly preferred. Experience in a union environment and prior experience in a hospital or healthcare system preferred. Substantial HR training, policy writing, and interpretation experience required. Knowledge of hospital accreditation standards required. Working knowledge of Federal and State law and regulations regarding employment, discrimination, wage and hour, benefits administration, compliance agency enforcement, dispute resolution techniques, ADA, OSHA, SB 198, and Workers’ Compensation is required. Experience partnering with senior and executive leadership teams. Strong knowledge of employment law, employee relations, organizational development, workforce planning, and HR best practices. Skills: Demonstrated ability to lead change and influence across multiple levels of the organization; strong analytical and problem‑solving capabilities; intermediate proficiency in word processing, database, and spreadsheet applications; effective consulting, facilitation, questioning, and group process skills; models strong leadership principles; demonstrates conflict resolution and critical thinking skills; ability to manage multiple priorities in a fast‑paced healthcare environment; high level of professionalism, discretion, and emotional intelligence; project positively and professionally; capacity to maintain clear thinking, composure, and respect under pressure; requires a high level of comfort with taking initiative and being accountable for team work and service excellence. Interpersonal Skills: Ability to build and maintain positive working relationships with others; communicate effectively to employees at all levels of a culturally diverse organization. Hours of Work: Monday through Friday, 8:00 a.m. – 5:00 p.m.; some after‑hours work and onsite presence 4 days/week minimum or as required; travel to all system campuses and occasional off‑site. Benefits NorthBay Health offers a comprehensive benefits package, including medical, dental, and vision insurance; life, disability, and long‑term care coverage; paid time off (vacation, sick leave, holidays, bereavement); a 403(b) retirement plan with employer match; education reimbursement for eligible roles; professional development and training programs; Employee Assistance Program; wellness programs; recognition programs; shift differentials; and market‑based compensation review. Compensation Structure Staff‑level positions use a step‑based system (Steps 1–5) based on years of directly related experience, with Step 5 representing 20 or more years. Manager‑level and above positions are paid a fixed annual base salary and are eligible for a variable incentive compensation plan. Remote Work Disclosure NorthBay Health is primarily an onsite organization due to the nature of healthcare. Some roles may allow hybrid or remote work based on business needs. Remote work is not supported in Washington, Ohio, Wyoming, North Dakota, Puerto Rico, the U.S. Virgin Islands, or outside of the United States. #J-18808-Ljbffr