Human Resources Business Partner (On-Site)

HR Business Partner

At NorthBay Health, the HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Serves as a strategic advisor and partner to operational leaders, aligning human resources practices with organizational business objectives, policy and reducing risk to the organization as well as becomes a trusted leader for staff through presence and building trust. This role provides consultative support to leaders and staff alike as an expert in influence, coaching, mentoring and building strong relationships. The HRBP drives initiatives that enhance employee engagement, ensure compliance, and support a high-performing, patient-centered culture while supporting business operations. Supported services may cover assigned operations area/s, including but not limited to talent acquisition, employee relations, leave of absence, accommodation, compensation, benefits, and learning and leadership services. Participates as assigned on organizational committees and projects or project teams. Rounds regularly on assigned areas of the organization, building relationships with leaders and employees. Trains, minimum of one, assigned human resources topics. Leads or supports human resources initiatives as assigned.

PRIMARY JOB DUTIES

Strategic Partnership

• Partner with operation's leaders to develop and implement HR strategies aligned with strategic business objectives.
• Consults with management and provide guidance on human resources matters.
• Analyze workforce metrics (turnover, engagement, productivity) and recommend data-driven solutions and makes recommendation for policies.
• Meets with leaders in area regularly and participates 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.
• This role leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives.
• Has a real presence and familiarity with employees in all operation area assigned.

Employee & Labor Relations

• Ensure consistent application of policies, procedures, and labor laws.
• Promote a positive work environment and drive employee engagement initiatives.
• Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues.
• Coaches leaders to reduce risk to the organization, assists in resolving workplace issues.
• Supports PIP, corrective action, termination and RIF processes.
• Manages accommodation, and fitness for duty processes.
• Collaboratively works with the Manager of Labor Relations, interprets collective bargaining agreements and supports labor relations activities, including grievance.
• Partners with Employee Relations leaders and counsel as required to reduce risk.

Talent Management & Development

• Supports day to day performance management processes, including more often check-ins with staff, goal setting, evaluations, career development and coaching.
• Partners with leadership on succession planning and growing staff for engagement and leadership development initiatives.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Identifies training needs for business units and individual executive coaching needs. Coordinates as appropriate with learning leaders to development programs.
• HRBPs are also responsible for coaching leaders to enhance their people-leadership capabilities. In addition, our HRBPs ensure the quality of HR service delivery through effective collaboration with our HR operational services.
• Trains at least one HR topic for the organization.

Compliance & Policy Management

• Stays abreast and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO).
• Provides HR policy guidance and interpretation.
• Interpret and apply HR policies and procedures consistently across departments.
• Support audits and regulatory requirements, particularly in healthcare environments if applicable.

Change Management & Organizational Development

• Supports change initiatives, including restructuring, mergers, or process improvements.
• A key requirement of this role is the ability to use analytical tools to inform business decisions.
• Facilitates employee engagement strategies and culture-building efforts.
• Coaches leaders/staff on change management best practices.

HR Operations Support

• Maintain accurate documentation and HR data integrity.
• Collaborates with HR Centers of Excellence (e.g., Total Rewards, Learning).
• May back recruitment efforts for key roles as requested.
• Advises managers and employees on employee relations, talent acquisition, compensation, accommodation, leave-related, learning and benefits topics.
• Well versed in all HR reference documents, e.g. Employee Handbook, HR Resource Manual, HR Policies.
• Models System values and norms, demonstrates alignment with regulatory and strategic directives. Demonstrates compliance with System standards in all circumstances.
• Performs other duties as assigned.

Change Management / Overall HR Support

• Rounds on leaders and staff consistently (1-2x per week minimum) creating a presence of HR familiarity and support.
• Lead and support organizational change initiatives, including restructuring and transformation efforts.
• Develop communication strategies to support change adoption.

Qualifications

1. Education: Bachelor's degree in Human Resources, Business Administration or related field required or a combination of education and experience in HR Business Partner level work in HR equal to eight years.
2. Certification: Current minimum PHR, SPHR or SHRM-CP, SHRM-SCP certification or Master's degree in Human Resource.
3. Experience:

• Minimum of five (5) years of progressive HR professional experience in the past seven years with a background as an HR generalist or HRBP. Prior union experience preferred.
• Minimum of four years of experience in resolving complex employee relations issues. Expertise performance management and coaching leaders.
• Excellent interpersonal, partnering, collaboration, communication, and influencing skills.
• Ability to analyze data and make evidence-based recommendations.
• High level of discretion and confidentiality.
• Strong critical thinking and problem-solving and conflict resolution skills.
• Prior hospital experience and knowledge of accreditation standards strongly preferred.
• Must be familiar with and have a working understanding of current standard federal, state laws and regulations pertaining to employment and EEO.
• Must have a broad understanding of the principles of human resource management, policies, and procedures.

4. Skills:

• Excellent research, investigation, analysis, organization, oral and written communication skills required.
• Excellent collaboration and negotiation skills.
• Emotional intelligence and accountability.
• A high level of critical thinking and problem-solving skills required.
• Ability to communicate effectively and pleasantly to employees at all levels of a culturally diverse organization.
• Must demonstrate the highest level of discipline re: confidentiality and discretion.
• Must project positively and professionally, consistent with the System's mission, values, and strategic goals.
• Capacity to maintain clear thinking, composure, and respect for others under pressure and difficult or challenging circumstances.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Effective consulting, conflict management, facilitation, questioning, and group process skills required.
• Instructional design and teaching skills.
• High attention to detail and accuracy required.
• Incumbents are expected to work independently, with minimal supervision in carrying out a variety of assigned duties, tasks and projects.
• Requires a high level of comfort with taking initiative and service excellence.
• Intermediate proficiency in word processing, database, and spreadsheet applications required to support project work required.
• Working knowledge of, and appropriate application of, the following: Federal and State law and regulations regarding employment, discrimination, wage and hour, benefits administration, Compliance agency enforcement and administration processes, dispute resolution techniques, ADA, OSHA, SB 198, and Workers' Compensation

1. Interpersonal Skills: Demonstrates NorthBay's values and true north including nurturing care, own it, respect relationships, build trust, hardwire excellence. Ability to build and maintain positive working relationships and earn trust with others.
2. Hours of Work:

• Designated