HR Business Partner

Planned Parenthood Mar Monte Careers•Sacramento, CA

17d•Hybrid

About The Position

The HR Business Partner supports leaders and employees across assigned health centers and regions. The role builds trusted relationships with leaders, monitors workforce trends, supports hiring and succession planning, guides onboarding and separations, and advises managers on employee relations and performance matters. It also conducts assigned workplace investigations, coordinates with HR partners and subject matter experts, and applies relevant employment laws and affiliate policies. Periodic travel to health centers and other affiliate locations may be required. Team assignments and duties may evolve with organizational needs.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of relevant education and experience.
Four or more years of progressive Human Resources experience, including substantial hands-on experience in employee relations, investigations, performance guidance, and advising managers.
Working knowledge of applicable employment laws, employee relations practices, workplace investigations, confidentiality, and consistent policy application.
Ability to independently assess facts, identify risk, exercise judgment, document findings, and make clear, actionable recommendations.
Strong communication, facilitation, analytical, and organizational skills; ability to manage competing priorities and build credibility with employees and leaders.
Working proficiency with HRIS and case-management platforms, including or comparable to UKG, and Microsoft Office productivity tools.

Nice To Haves

Experience in healthcare, nonprofit, or multisite environments.
Experience supporting union-represented teams in partnership with a dedicated Labor Relations function.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience coaching leaders, facilitating training, or supporting employee-engagement initiatives.

Responsibilities

Build working relationships with leaders in assigned health centers and understand department priorities, employee needs, and workforce factors affecting service delivery.
Monitor turnover, attendance, performance, engagement, and exit trends; recommend practical actions to HR leadership and follow through on approved actions.
Partner with Talent Acquisition and hiring managers on interviews and selection for health center management roles.
Maintain awareness of leadership bench strength, identify successors and development needs for key roles, and support succession planning through established HR processes.
Support regional onboarding and guide managers through separations, coordinating timing and documentation with Payroll and HR Operations and supporting designated exit-interview initiatives.
Serve as the primary HR contact for employee concerns, complaints, conflicts, and personnel policy questions in the assigned region.
Conduct assigned workplace investigations from intake through findings, recommendations, and closure, maintaining objective documentation and confidential case records.
Coach managers on early intervention, difficult conversations, and conflict resolution; determine whether issues call for coaching, mediation, formal investigation, or escalation.
Partner with the Director of Labor Relations on represented-employee matters and follow applicable representation and contractual procedures.
Guide leaders on setting expectations, documenting coaching, managing attendance, and applying performance standards fairly and consistently.
Review proposed corrective action, performance improvement plans, and separation recommendations for factual support, procedural consistency, and policy alignment; elevate high-risk decisions for approval.
Deliver assigned manager training on feedback, documentation, employee relations, and conflict resolution in partnership with Learning and Development.
Support the regional annual performance review cycle and help leaders use reviews for development and accountability conversations.
Partner with HR stakeholders and subject matter experts to route and escalate employee matters appropriately.
Apply federal and state employment laws, affiliate policies, and established escalation procedures; consult Legal, Labor Relations, or HR subject matter experts when necessary.