Human Resources Partner

POSITION SUMMARY

Reporting to the HR Manager, the HR Partner serves as the human resources business partner for an assigned portfolio of communities. The HR Partner owns employee relations and conflict resolution, performance management, leave administration, workers’ compensation, employee engagement and retention, and licensing compliance — including Guardian clearance management and LIC and personnel file audits — for the communities served, acting as the primary day‑to‑day HR contact for community leadership, managers, and employees. The HR Partner oversees the quality of onboarding executed by community Business Office Assistants, ensures HRIS file creation, serves as the Company’s primary Relias administrator, and conducts New Employee Orientation. Leave designations and approvals rest with the HR Manager; the HR Partner administers leaves day‑to‑day for the assigned portfolio. Essential Duties And Responsibilities In addition to all components of the above position summary, the following Essential Duties and Responsibilities are essential to successful performance in this position. Job Details Description

POSITION SUMMARY

Reporting to the HR Manager, the HR Partner serves as the human resources business partner for an assigned portfolio of communities. The HR Partner owns employee relations and conflict resolution, performance management, leave administration, workers’ compensation, employee engagement and retention, and licensing compliance — including Guardian clearance management and LIC and personnel file audits — for the communities served, acting as the primary day‑to‑day HR contact for community leadership, managers, and employees. The HR Partner oversees the quality of onboarding executed by community Business Office Assistants, ensures HRIS file creation, serves as the Company’s primary Relias administrator, and conducts New Employee Orientation. Leave designations and approvals rest with the HR Manager; the HR Partner administers leaves day‑to‑day for the assigned portfolio. Essential Duties And Responsibilities In addition to all components of the above position summary, the following Essential Duties and Responsibilities are essential to successful performance in this position. HR Business Partnership (Assigned Communities) Serves as the HR business partner and primary HR point of contact for an assigned portfolio of communities; conducts regular on‑site visits and builds trusted advisory relationships with Executive Directors and department leaders. Prepares and reviews people metrics for the assigned portfolio (turnover, open positions, leave volume, corrective actions, engagement indicators) and participates in monthly people‑metrics reviews with community leadership under the direction of the HR Manager. Supports community acquisition integration activities in accordance with the HRBP‑Led Integration Playbook, as assigned. Escalates organizational design, compensation, and complex or high‑risk matters to the HR Manager in accordance with the tiered HR service delivery model. Employee Relations & Conflict Resolution Provides first‑response employee relations support for assigned communities: receives, documents, and triages employee concerns; conducts intake meetings; facilitates conflict resolution between employees and between employees and supervisors. Conducts and supports employment‑related investigations under the direction of the HR Manager; documents findings and recommends resolution. Counsels supervisors on the application of Company policies and related federal, state, and local employment laws; promotes early intervention and timely response to employee concerns. Drafts corrective actions and performance improvement plans for HR Manager review and processes them according to Company policy. Performance Management Manages the annual performance review cycle for assigned communities: administers review dates, follows up with supervisors to ensure timely completion, reviews submissions, and reports late evaluations to the HR Manager. Coaches supervisors on effective, well‑documented performance feedback, evaluations, and performance conversations. Supports supervisors through the corrective action process and monitors follow‑through on performance improvement plans. Conducts exit interviews for assigned communities and compiles exit data and trends for analysis with the HR Manager. Leave Administration (Assigned Communities) Administers leaves of absence day‑to‑day for employees in assigned communities: receives initial notification from the employee or supervisor, obtains required documentation, and prepares leave designations (FMLA/CFRA/PDL, etc.) for HR Manager approval. Enters and tracks leaves in FMLA Manager; monitors timelines and required notices; communicates with the employee and manager throughout the leave. Coordinates benefits continuation during leave with the Sr. Payroll & Benefits Partner and coordinates return‑to‑work, including work restrictions and accommodation needs, escalating complex or high‑risk matters to the HR Manager. Requisitions staff from temporary agencies as needed to cover approved leaves. Workers’ Compensation Serves as the point of contact for injured employees in assigned communities; ensures timely injury reporting, claim documentation, and provision of required notices and claim forms. Coordinates claims with the Company’s broker and carrier; supports investigations of workplace accidents and maintains workers’ compensation compliance documentation and reporting. Supports the interactive process for work restrictions and transitional/modified duty in coordination with the HR Manager. Supports Health & Safety initiatives in assigned communities, including the Injury & Illness Prevention Program and ergonomics. Onboarding Oversight & Training Administration Monitors onboarding executed by community Business Office Assistants and is responsible for the quality of the onboarding process end to end; sets standards, provides training and job aids to Business Office Assistants, and verifies that onboarding is completed accurately, completely, and on time. Ensures accurate and timely HRIS file creation and employee data setup for all new hires in assigned communities, including verification of required hiring documentation. Serves as the Company’s primary Relias administrator: administers the learning management system, configures learning assignments mapped to Title 22 and Company requirements, manages new hire and annual mandatory training assignments, and maintains system data and user accounts. Tracks training completion against Title 22 and Company requirements and follows up with community leadership on delinquencies. Conducts New Employee Orientation (NEO) and supports New Supervisor training. Reports onboarding quality and training compliance metrics for the portfolio to the HR Manager as part of the monthly people‑metrics review. Compliance (Assigned Communities) Manages employee criminal record clearances in the CDSS Guardian system for assigned communities: initiates background check requests, processes clearance transfers and associations for new hires, and removes associations upon separation. Conducts initial and monthly screening of employees and independent contractors against federal and state sanction and exclusion lists (including OIG, SAM, and Medi‑Cal) and maintains screening records; completes required registry checks annually. Audits community rosters (LIC 500) in accordance with county licensing requirements; submits administrator and roster changes within required timeframes; reconciles rosters annually to ensure accurate reporting. Audits personnel files for completeness and licensing readiness, including Forms I‑9, credentials and licensure, TB tests, and required training documentation; remediates gaps and ensures files meet Title 22 and agency standards. Supports Community Care Licensing inspections and audits by preparing and producing personnel records and clearance documentation. Employee Engagement & Retention Leads employee engagement initiatives for assigned communities, including engagement survey administration, results debriefs, and action planning with community leadership. Supports recognition, milestone, and morale programs in assigned communities. Monitors retention indicators for the portfolio; conducts stay interviews with key roles and recommends retention actions to the HR Manager and community leadership. Supports workforce planning and retention strategy for assigned communities under the direction of the HR Manager. General Serves as the designated cross‑trained backup for payroll processing; completes structured cross‑training with the Sr. Payroll & Benefits Partner and maintains proficiency in critical payroll processes. Exercises good business judgment and discretion to maintain absolute confidentiality regarding employee, resident, and agency records. Attends all required staff training sessions in accordance with company and state licensing requirements; completes all training on time. Attends and participates in program and all‑staff meetings. Adheres to and promotes Savant Senior Living’s Mission, Vision, and Values while acting as a role model for others. Other duties as assigned. Supervisory Responsibilities The incumbent in this position has no supervisory responsibilities. Education/Experience/Credentials Bachelor’s degree in Human Resources or a related field and/or equivalent experience. At least two (2) years of related human resources experience REQUIRED; experience advising supervisors or supporting employee relations matters preferred. SHRM‑CP or PHR/PHRca credential preferred. Experience in Senior Living, Healthcare, or a related multi‑site field preferred. Must maintain a valid California Driver’s License, proof of automobile insurance, and a safe driving record in accordance with Savant Senior Living policy. Knowledge, Skills, And Abilities Working knowledge of California employment law fundamentals, including wage and hour, leaves of absence, and anti‑discrimination/harassment requirements, with sound judgment on when to eskate. Ability to build trusted advisory relationships with community leaders and to counsel supervisors with tact, discretion, and credibility. Ability to interpret people metrics (turnover, staffing, engagement) and contribute to data‑driven recommendations. Strong attention to detail; ability to maintain accurate, audit‑ready records across multiple entities and licensing jurisdictions. Ability to manage several projects simultaneously and solve problems effectively, efficiently, and with creativity. Demonstrated ability and willingness to learn new systems and processes, including payroll cross‑training. Demonstrated commitment and adherence to Savant Senior Living's Mission, Vision, and Values. Exceptional ability to prioritize tasks and manage multiple assignments simultaneously in a fast‑paced, multi‑site environment. Ability to effectively communicate verbally and in writing at all levels of the organization, with appropriate documentation skills to complete reports, utilize data, and communicate ideas constructively. Exercises sound business judgment and discretion; maintains absolute confidentiality regarding employee, resident, and company records. Proficiency in MS Word, Excel, PowerPoint, and Outlook. Ability to write clear and concise reports and interpret statistical data. Demonstrated flexibility in applying different approaches to changing work demands; open to the opinions and recommendations of others. High level of emotional intelligence and interpersonal skills; assertive and respectful; resolves issues through direct interaction.

ACKNOWLEDGMENT

I understand the knowledge, skills, and abilities required to perform the essential duties and responsibilities of this position satisfactorily. I certify that I have received a copy of the Position Description that pertains to my employment Pay scale $75,000-$90,000/ year #J-18808-Ljbffr Savant Senior Living