Human Resources Business Partner

Responsibilities

• Partnering with assigned leaders and business areas to provide practical HR guidance and employee relations support.
• Regular travel to maintain appropriate onsite presence and support for all CA education program locations.
• Handling mid-level to more complex employee relations matters involving manager coaching, performance management, conflict resolution, recurring issues, multi-step concerns, workplace investigations or higher operational impact.
• Coaching managers on performance concerns, corrective action, documentation, communication, accountability and employee relations best practices.
• Conducting or supporting workplace investigations, including planning, interviews, documentation, findings support and recommended next steps.
• Providing guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct.
• Identifying employee relations trends and operational people issues and recommending practical solutions to assigned leaders and HR leadership.
• Serving as a consultative HR partner to assigned business areas, helping leaders address people-related issues, strengthening manager capability, applying HR policies consistently, and supporting employee experience.
• Supporting employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas.
• Partnering with leaders on organizational changes, workforce transitions, new site support, restructuring support and other people-related operational needs.
• Collaborating with HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, HRIS, Compliance, Training, and Legal to support consistent and integrated HR solutions.
• Supporting implementation of HR initiatives, policy rollouts, manager training and employee communications.
• Monitoring HR metrics, employee relations trends, turnover themes and manager support needs for assigned areas.
• Escalating high-risk, legally sensitive, executive-level, enterprise-impact or complex matters requiring senior HR, Legal, CHRO or executive escalation.

Qualifications

• A high school diploma or equivalent with passage of basic skills test.
• A bachelor’s degree or higher in human resources, business administration or a closely related field of study preferred.
• Licensed currently or in the process of obtaining a SHRM-CP, PHR, SHRM-SCP, SPHR or other HR related certification preferred but not required.
• Minimum of five to seven years of progressive HR related experience required, including experience in employee relations, investigations, performance management, corrective action, ADA/accommodation processes, manager coaching and policy application.
• Strong knowledge and understanding of applicable CA state licensure, certification, accreditation laws and employment regulations.
• Prior experience supporting multi-site or multi-state operations highly preferred.
• Prior experience in education, healthcare, behavioral health and/or another compliance-driven environment preferred.
• Strong business partnership, employee relations, manager coaching, investigation, documentation, communication, and problem-solving skills.
• Ability to influence managers, identify trends, recommend practical solutions, and escalate high-risk matters appropriately.
• Excellent verbal and written communication, interpersonal skills and ability to work collaboratively at all organizational levels.
• Experience with HRIS, case management systems, reporting tools, dashboards and/or other HR related technology preferred.
• Well-versed in the use of relevant technology including experience with computers, Microsoft Office Suite, database entry and basic office equipment.