Human Resources Partner

HR Partner

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 include:

• Serving 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.
• Preparing and reviewing people metrics for the assigned portfolio (turnover, open positions, leave volume, corrective actions, engagement indicators) and participating in monthly people-metrics reviews with community leadership under the direction of the HR Manager.
• Supporting community acquisition integration activities in accordance with the HRBP-Led Integration Playbook, as assigned.
• Escalating organizational design, compensation, and complex or high-risk matters to the HR Manager in accordance with the tiered HR service delivery model.
• Providing first-response employee relations support for assigned communities: receiving, documenting, and triaging employee concerns; conducting intake meetings; facilitating conflict resolution between employees and between employees and supervisors.
• Conducting and supporting employment-related investigations under the direction of the HR Manager; documenting findings and recommending resolution.
• Counseling supervisors on the application of Company policies and related federal, state, and local employment laws; promoting early intervention and timely response to employee concerns.
• Drafting corrective actions and performance improvement plans for HR Manager review and processing them according to Company policy.
• Managing the annual performance review cycle for assigned communities: administering review dates, following up with supervisors to ensure timely completion, reviewing submissions, and reporting late evaluations to the HR Manager.
• Coaching supervisors on effective, well-documented performance feedback, evaluations, and performance conversations.
• Supporting supervisors through the corrective action process and monitoring follow-through on performance improvement plans.
• Conducting exit interviews for assigned communities and compiling exit data and trends for analysis with the HR Manager.
• Administering leaves of absence day-to-day for employees in assigned communities: receiving initial notification from the employee or supervisor, obtaining required documentation, and preparing leave designations (FMLA/CFRA/PDL, etc.) for HR Manager approval.
• Entering and tracking leaves in FMLA Manager; monitoring timelines and required notices; communicating with the employee and manager throughout the leave.
• Coordinating benefits continuation during leave with the Sr. Payroll & Benefits Partner and coordinating return-to-work, including work restrictions and accommodation needs, escalating complex or high-risk matters to the HR Manager.
• Requisitioning staff from temporary agencies as needed to cover approved leaves.
• Serving as the point of contact for injured employees in assigned communities; ensuring timely injury reporting, claim documentation, and provision of required notices and claim forms.
• Coordinating claims with the Company's broker and carrier; supporting investigations of workplace accidents and maintaining workers' compensation compliance documentation and reporting.
• Supporting the interactive process for work restrictions and transitional/modified duty in coordination with the HR Manager.
• Supporting Health & Safety initiatives in assigned communities, including the Injury & Illness Prevention Program and ergonomics.
• Monitoring onboarding executed by community Business Office Assistants and being responsible for the quality of the onboarding process end to end; setting standards, providing training and job aids to Business Office Assistants, and verifying that onboarding is completed accurately, completely, and on time.
• Ensuring accurate and timely HRIS file creation and employee data setup for all new hires in assigned communities, including verification of required hiring documentation.
• Serving as the Company's primary Relias administrator: administering the learning management system, configuring learning assignments mapped to Title 22 and Company requirements, managing new hire and annual mandatory training assignments, and maintaining system data and user accounts.
• Tracking training completion against Title 22 and Company requirements and following up with community leadership on delinquencies.
• Conducting New Employee Orientation (NEO) and supporting New Supervisor training.
• Reporting onboarding quality and training compliance metrics for the portfolio to the HR Manager as part of the monthly people-metrics review.
• Managing employee criminal record clearances in the CDSS Guardian system for assigned communities: initiating background check requests, processing clearance transfers and associations for new hires, and removing associations upon separation.
• Conducting initial and monthly screening of employees and independent contractors against federal and state sanction and exclusion lists (including OIG, SAM, and Medi-Cal) and maintaining screening records; completing required registry checks annually.
• Auditing community rosters (LIC 500) in accordance with county licensing requirements; submitting administrator and roster changes within required timeframes; reconciling rosters annually to ensure accurate reporting.
• Auditing personnel files for completeness and licensing readiness, including Forms I-9, credentials and licensure, TB tests, and required training documentation; remediating gaps and ensuring files meet Title 22 and agency standards.
• Supporting Community Care Licensing inspections and audits by preparing and producing personnel records and clearance documentation.
• Leading employee engagement initiatives for assigned communities, including engagement survey administration, results debriefs, and action planning with community leadership.
• Supporting recognition, milestone, and morale programs in assigned communities.
• Monitoring retention indicators for the portfolio; conducting stay interviews with key roles and recommending retention actions to the HR Manager and community leadership.
• Supporting workforce planning and retention strategy for assigned communities under the direction of the HR Manager.
• Serving as the designated cross-trained backup for payroll processing; completing structured cross-training with the Sr. Payroll & Benefits Partner and maintaining proficiency in critical payroll processes.
• Exercising good business judgment and discretion to maintain absolute confidentiality regarding employee, resident, and agency records.
• Attending all required staff training sessions in accordance with company and state licensing requirements; completing all training on time.
• Attending and participating in program and all-staff meetings.
• Adhering to and promoting 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 escalate.
• 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