Human Resources Business Partner

The Human Resources Business Partner (HRBP) will collaborate with leadership and employees to develop and implement HR strategies and initiatives that align with organizational goals. This role involves providing strategic guidance, supporting talent development, employee relations, performance management, and ensuring compliance with policies and regulations. The HRBP maintains an effective level of business literacy about the business unit’s culture and delivers value-added service to management and employees that reflects the business objectives of the organization. The HRBP will work closely with management to foster a positive workplace culture, develop workforce plans, and support employee development and retention efforts. Benefits Free Medical, Dental & Vision 13 Paid Holidays + PTO 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications/Licensure: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Bachelor’s degree in Human Resources, Business, or related field. A minimum of 8 years of experience in resolving complex employee relations issues, preferably in a business partner capacity. Strong knowledge of California labor laws, and HR best practices. Working knowledge of multiple human resources disciplines, including compensation and benefits practices, leaves management, workers compensation, training and development, employee and union relations, DEIA, performance management, and federal and state employment law. Demonstrated analytical thinking, problem solving, and decision‑making skills; A critical thinker with success in developing innovative solutions to business issues using higher order thinking. Excellent interpersonal and communication skills both orally and in writing. Proven ability to build relationships and influence decision‑making at all levels of the organization. Prior experience provisioning Human Resources in a healthcare setting, preferred, and within a non‑profit or Federally Qualified Heath Center (FQHC), a plus. Experience working in a labor environment, a plus. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices and how they are interconnected. Collaborative, team‑oriented, flexible, and able to work in a fast‑paced, ever changing work environment. Strong organizational, prioritization, and time management skills. Advanced knowledge of Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and HRIS systems, ADP WorkforceNow, preferred. Human Resources certification, a plus. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. Responsibilities: Performs a combination, but not necessarily all, of the following duties: Acts as a consultant to leadership on employment matters, including workforce development, compliance with employment policies, project management, and coaching and counseling management partners. Ensures smooth employee and labor relations, managing conflict resolution, and handling sensitive employment issues with confidentiality and professionalism. Leads change management initiatives and championing projects that support organizational growth and transformation. Works collaboratively at all levels of the organization, within the Human Resources, Legal & Compliance team and as a support to people managers to ensure successful resolution of employment issues in a timely and professional manner and in accordance with organizational values and policies. Manages employee leave requests, ensuring compliance with relevant laws like FMLA, CFRA, ADA, and PDL and provides expert guidance to both employees and managers acting as a key point of contact for leave‑related inquiries and managing the leave of absence process from start to finish. Manages employee changes by communicating with managers, addressing concerns, and providing support to employees and ensuring the system of record is updated and appropriate documents filed. Collaborates with the Human Resources, Legal & Compliance team to develop and improve policies, systems and processes, while ensuring compliance with labor laws and company policies. Analyzes HR metrics and provides insights to drive decisions on employee engagement, retention, and organizational effectiveness. Conducts regular meetings within the respective business unit, offering HR advice when needed. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance to line management, including, but not limited to coaching, counseling, career development, and disciplinary actions. Supports managers with the identification of training needs and individual management coaching needs. **St. John’s Community Health is an Equal Employment Opportunity Employer** #J-18808-Ljbffr Socket.dev