HR Business Partner

About Us The Lundquist Institute for Biomedical Innovation at Harbor-UCLA Medical Center is an independent, non-profit biomedical research organization located in Torrance, California. In dozens of laboratories throughout the campus, researchers are working to unravel the mysteries of heart and kidney disease, cardiac complications in newborns, chronic lung disease, skin cancer, sickle cell disease, disorders of the autoimmune system, and much more. Many of these projects are collaborative in nature, involving experts from different areas of specialization. Our discoveries have prevented blindness in newborns, enabled premature infants with fragile lungs to breathe and allowed children with rare, often fatal diseases to grow up healthy and strong. About Us The Lundquist Institute for Biomedical Innovation at Harbor-UCLA Medical Center is an independent, non-profit biomedical research organization located in Torrance, California. In dozens of laboratories throughout the campus, researchers are working to unravel the mysteries of heart and kidney disease, cardiac complications in newborns, chronic lung disease, skin cancer, sickle cell disease, disorders of the autoimmune system, and much more. Many of these projects are collaborative in nature, involving experts from different areas of specialization. Our discoveries have prevented blindness in newborns, enabled premature infants with fragile lungs to breathe and allowed children with rare, often fatal diseases to grow up healthy and strong. Summary The HR Business Partner serves as the primary HR advisor to assigned departments, providing both strategic guidance and operational support to ensure alignment with company policies, culture, and business objectives. The HR Business Partner builds strong relationships with department leaders, gaining a deep understanding of their unique needs and applies critical thinking to deliver customized HR solutions. This role is responsible for driving key HR initiatives across employee relations, performance management, onboarding, offboarding, compliance, and organizational development. The ideal candidate brings a comprehensive understanding of HR practices, a collaborative mindset, and the ability to translate business needs into effective people strategies that enhance workforce engagement efficiency, and retention. Duties And Responsibilities Employee Relations & Performance Management Act as day-to-day HR Partner for both employees and leaders within assigned departments Provide timely support on a wide range of HR matters - including policy interpretation, employee relations, and workforce concerns – while also helping triage needs to other departments when support is required outside of HR. Ensure all actions align with organizational goals and compliance standards. Conduct thorough investigations and performance management processes aligned with TLI policies. Onboarding & Offboarding Partner in the design and facilitation of compliance and HR training programs, including New Hire Orientation, to ensure consistent and engaging employee experience. Conduct onboarding check ins and analyze feedback trends to identify opportunities for continuous improvement in onboarding processes and employee experience. Manage the offboarding process end-to-end, including timely final pay, documentation, and coordination with payroll and benefits team Conduct exit interviews and analyze data to support transition planning and retention strategies Oversee unemployment claim management. Compliance Act as primary point of contact for leaves of absence within assigned departments Manage workers compensation claims, including timely reporting and engagement with injured employees Stay informed about changes in employment law and regulations and collaborate with leadership to ensure compliance Prepare and manage letters and documentation related to employee transitions, ensuring accurate and timely processing. Track compliance training for assigned departments and follow up as needed. Organizational Development & Recognition Partner with department leadership to support workforce planning, including identifying staffing needs, succession planning, and aligning talent strategies with departmental goals. Contribute to organizational design and change management initiatives by identifying opportunities to improve structure, workflows, and team effectiveness. Lead and coordinate employee recognition programs, including service awards and milestone celebrations, and other initiatives that promote engagement and retention. Date and Reporting Generate, analyze, and interpret HR-related data (e.g., turn over, engagement, training) to identify trends and support decision making Prepare actionable reports that inform leadership decision-making across areas such as in workforce planning, compliance, and performance management. Ensure accuracy and integrity of HRIS data and employee records. Travel This role requires regular travel to support and engage with off-campus teams as needed. #J-18808-Ljbffr