Employee Relations & HR Business Partner

United Medical Imaging•Los Angeles, CA

3d•$95,000 - $102,000•Onsite

About The Position

United Medical Imaging Healthcare is seeking an experienced Employee Relations & HR Business Partner to provide hands-on employee relations and human resources support for a growing, multi-location healthcare organization. Reporting directly to the Vice President of Human Resources, this individual-contributor role is a trusted resource to managers and employees on employee relations, performance management, corrective action, workplace investigations, policy interpretation, employee complaints, and day-to-day California employment matters. The position does not supervise or direct Talent Acquisition, Payroll & Benefits, or other Human Resources functions. The successful candidate independently assesses employee relations matters, gathers and evaluates relevant facts, identifies potential legal or compliance concerns, provides practical recommendations, and escalates higher-risk matters to the Vice President of Human Resources. The role provides guidance to operational leaders, conducts workplace investigations, supports corrective action and separation decisions, interprets policies, contributes to compliance work, and maintains confidential employee relations documentation. Some matters—including executive-level corrective action or termination, significant compensation changes, material policy exceptions, settlements or legal responses, and organizational restructuring—remain subject to Vice President of Human Resources review or approval as appropriate. This position is based at the West Los Angeles corporate office and requires on-site work Monday through Friday. Regular hybrid and remote work are not available. Occasional travel to Company locations in Los Angeles County and Orange County may be required, and the schedule may be adjusted when employee-relations or business needs reasonably require. The annual posting salary range is $95,000–$102,000, with starting compensation within the range determined by directly relevant experience, expertise, education, certifications, and other job-related qualifications.

Requirements

Completed Bachelor of Science (B.S.) degree from an accredited college or university; equivalent experience will not substitute for the degree requirement.
At least three years of progressively responsible professional Human Resources experience.
At least three years of direct, hands-on employee relations experience involving manager counseling, corrective action, employee complaints, and workplace investigations.
Demonstrated professional HR experience supporting California employees and applying California employment requirements.
Experience independently conducting workplace investigations, interviewing witnesses, reviewing evidence, and preparing findings or recommendations.
Ability and willingness to work on-site in West Los Angeles Monday through Friday; regular hybrid and remote work are not available.
Strong written communication and documentation skills.
Ability to distinguish routine HR issues from matters requiring legal or executive-level escalation.
Demonstrated discretion and sound judgment with confidential and sensitive information.
Strong organization, follow-through, and case-management skills.
Ability to manage competing priorities in a fast-paced, multi-location environment.
Ability to work independently without excessive supervision.
Ability to work at a computer and participate in meetings for extended periods.
Ability to adjust schedule when employee-relations or business needs reasonably require.

Nice To Haves

Three to five or more years of Human Resources experience.
Experience supporting a large hourly workforce.
Healthcare, medical practice, outpatient healthcare, multi-site, or other highly regulated industry experience.
Experience with California wage-and-hour issues.
Experience with ADP Workforce Now.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Serve as a primary Human Resources resource for managers regarding employee relations matters across multiple locations.
Counsel managers regarding attendance, conduct, workplace behavior, policy violations, and performance concerns.
Review employee complaints, assess risk, and determine appropriate next steps while maintaining confidentiality and documentation.
Identify potential discrimination, harassment, retaliation, wage-and-hour, leave, accommodation, and other employment-law concerns, escalating as appropriate.
Partner with operational leadership to resolve employee relations matters and promote consistent application of Company policies.
Coach managers regarding performance deficiencies and performance-management strategies.
Draft, review, and revise verbal warnings, written warnings, final warnings, and performance improvement plans.
Ensure corrective-action documentation is fact-based, consistent, and appropriately supported.
Assess whether proposed corrective action raises concerns involving protected leave, disability accommodation, workers’ compensation, protected complaints, or other legally protected activity.
Identify recurring performance or conduct patterns and recommend interventions.
Participate in corrective-action and termination meetings when appropriate.
Independently conduct timely, objective, and well-documented workplace investigations.
Develop investigation plans and identify relevant witnesses, records, and documentation.
Interview complainants, respondents, managers, and witnesses as appropriate; evaluate evidence and credibility; and prepare investigation summaries, findings, and recommendations.
Investigate allegations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflicts, timekeeping concerns, and other employee complaints.
Escalate highly sensitive, executive-level, or legally significant investigations to the Vice President of Human Resources.
Provide day-to-day HR guidance to site managers, assistant managers, regional managers, and other operational leaders.
Help managers distinguish performance, conduct, and attendance matters from issues that may involve protected leave or accommodation; coach them on documentation and difficult employee conversations.
Identify recurring management issues that may require additional training, communication, or intervention.
Review proposed involuntary terminations and supporting documentation before action is taken, identifying potential employee-relations, leave, retaliation, or other legal risks.
Coordinate with Payroll & Benefits regarding final-pay and separation requirements as appropriate; conduct or participate in separation meetings when requested.
Assist with post-employment inquiries, unemployment matters, and separation-related documentation.
Interpret Company policies, support consistent application, monitor developments affecting California employee relations practices, and assist with policy, form, procedure, and manager-guidance updates.
Support compliance with applicable federal, state, and local employment requirements and assist the Vice President of Human Resources with employment-law, audit, and compliance projects.
Partner with Talent Acquisition, Payroll & Benefits, Leave & Compliance, and Operations while maintaining clear functional ownership.
Coordinate with the Leave & HR Compliance Specialist when attendance or performance issues may involve protected leave or accommodation.
Support unemployment claims, hearings, personnel-file reviews, and government-agency responses as requested.
Maintain accurate, timely, and confidential employee relations records and case documentation.
Exercise independent judgment within the role’s scope and refer matters requiring Vice President of Human Resources review or approval as appropriate.
Work on-site in West Los Angeles five days per week, with occasional travel to Company locations in Los Angeles County and Orange County and schedule adjustments when business needs reasonably require.