HR Business Partner

Description


Position at Clarvida - Corporate


Human Resources Business Partner
Location: Hybrid/Remote (must be able to travel periodically to supported markets on the West Coast, based on the needs of the business)
Employment Type: Full-time (Exempt) Salary: $80,000 - $85,000, depending on location of residence Date Posted: 10-22-2026

About the Role

The HR Business Partner is the primary People and Culture partner for assigned markets. The role combines leader consultation, workforce and organizational support, and direct ownership of routine-to-moderate employee relations matters from intake through closure. The HRBP uses market knowledge to resolve issues early, coaches leaders toward consistent people practices, maintains complete case records, and promptly transfers matters that meet ERS escalation criteria.


Preference will be given to candidates with strong knowledge of California-specific, employee relations/investigations. Also, there may be travel required on the West Coast based on the needs of the business.

Essential Responsibilities

Employee relations and case ownership: 50%

• Receive concerns, create the case record, perform an initial risk screen, and identify urgent safety, confidentiality, evidence-preservation, or reporting needs.
• Own Tier 1 and Tier 2 matters, including attendance, performance, policy interpretation, routine conduct, workplace conflict, corrective action plans, and appropriate routine termination consultation.
• Plan and conduct proportionate fact-finding or routine investigations; interview relevant parties, assess information, document conclusions, and coordinate consistent action.
• Consult leader on Tier 2 matters and before material employment decisions under the approved authority matrix.
• Reassess risk when new facts emerge. Stabilize, preserve, and transfer immediately when an ERS trigger is identified.
• After ERS accepts a case, provide market context and support implementation without conducting a parallel investigation or communicating findings independently.

Business partnership: 30%

• Build trusted relationships with assigned-market leaders and translate business needs into practical people strategies.
• Coach leaders on performance, accountability, retention, engagement, team health, organizational change, workforce planning, and consistent policy application.
• Identify workforce themes and partner across P&C to implement enterprise programs and market-specific responses.
• Recognize potential leave, disability, accommodation, workers' compensation, or benefits issues and refer them promptly to the designated specialist; do not independently own specialist determinations.

Governance, records, and improvement: 20%

• Maintain timely, objective, and complete case notes, supporting documents, actions, outcomes, and follow-up records in the approved system.
• Monitor open work, deadlines, aging, and commitments; raise capacity or service risks to Lead before service is affected.
• Participate in case calibration, policy and SOP reviews, cross-training, leader education, and cross-market initiatives.
• Identify recurring themes and share trend insights with Brittany and ERS while protecting confidentiality.

The percentages above are capacity-planning assumptions, not fixed productivity quotas. Lead may adjust them by portfolio, but an HRBP should not carry both a full strategic portfolio and a full ER caseload.

Decision authority and boundaries

• Tier 1 matters and fact-finding within policy and delegated authority
• Routine coaching, performance, attendance, conduct, CAP, and conflict-resolution guidance
• Case closure when facts, action, documentation, and followup are complete
• Market partnership and implementation support

Must consult or transfer

• Consult Lead on Tier 2 matters and material actions
• Transfer every matter meeting a mandatory ERS trigger
• Refer specialist determinations such as accommodation/leave eligibility to the designated owner
• Do not promise confidentiality, findings, discipline, or outcomes beyond delegated authority

Minimum qualifications

• Bachelor's degree in human resources, business, organizational leadership, or a related field preferred; equivalent relevant experience considered.
• Five or more years of progressive HR experience, including employee relations, leader consultation, investigations or fact-finding, and multi-site or multi-state support preferred.
• Working knowledge of employment practices and the ability to recognize protected activity, discrimination, harassment, retaliation, safety, wage-and-hour, leave/accommodation, and other escalation risks.
• Demonstrated judgment, objectivity, influence, written communication, documentation discipline, and ability to manage competing priorities.
• HR certification and experience in healthcare, human services, regulated operations, or high-growth environments preferred.

Success measures

• Timely response, accurate risk tiering, appropriate consultation/transfer, and no preventable ownership gaps.
• Complete, objective documentation; sound recommendations; timely closure and follow-through.
• Leader confidence, improved capability, responsive market partnership, and visible workload management.
• Effective use of trend data to prevent repeat issues and strengthen the employee experience.

Working conditions and classification

This role may require regular virtual work, periodic travel, and timely response to urgent employee matters across assigned locations and time zones. Final FLSA classification, compensation alignment, essential-function language, travel expectations, and state-specific notices are subject to Compensation, Legal, and People and Culture review.

Preferred Qualifications

• HRBP strategic experience
• HR Business Partner experience in healthcare, behavioral health, human services, or other highly regulated multi-site environments
• Experience supporting leaders through organizational change, growth, or turnaround conditions
• SHRM-CP, SHRM-SCP, PHR, SPHR, or related certification
• Demonstrated ability to use data and metrics to drive practical interventions and improved outcomes

Compensation & Benefits


Full-time Employees:
Paid vacation days (increase with tenure)
Separate sick leave that rolls over annually
Up to 10 paid holidays (varies by region)
Medical, dental, and vision insurance options
401(k)
Employee Assistance Program (EAP)
Perks @ Clarvida - discounts on shopping, travel, Verizon, and entertainment
Mileage reimbursement (if applicable)
Cellphone stipend (if applicable)

Work Location
Hybrid / Remote (based on business need; must be able to travel periodically to supported markets)

Employment Type
Full-time (Exempt)

How to Apply
If you are a strategic HR professional passionate about building stronger leaders, improving retention, and enabling operational excellence, click "Apply Now" to join Clarvida as a Human Resources Business Partner - Regional Pod (Multi-State).

About Clarvida
Clarvida's success is built on the strength of our people and a shared commitment to improving lives and communities. We empower employees to bring their full potential to their work while delivering outcome-driven, person-centered, trauma-informed, and recovery-focused behavioral health and human services across the United States.

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Equal Opportunity Employer
Clarvida is an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic.

Fraud Alert
Clarvida never charges fees to apply. Official communication regarding job opportunities will only come from authorized @clarvida.com email addresses, [email protected], or verified LinkedIn profiles associated with Clarvida email accounts.

Keywords
Human Resources Business Partner, HRBP, Multi-State HR, Healthcare HR, Behavioral Health, People & Culture, Organizational Effectiveness, Manager Coaching, Workforce Strategy, Clarvida Careers