HR Business Partner

Rancho Health MSO, Inc•Temecula, CA

22d•$95,000 - $120,000•Onsite

About The Position

The HR Business Partner is an experienced, broad-based HR professional responsible for providing strategic and hands-on HR partnership to assigned leaders and employee populations across the organization. The role supports a broad range of HR needs across the employee lifecycle and serves as the primary HR lead for assigned acquisitions, affiliations, de novos, integrations, and other organizational growth initiatives. The role flexes between growth and integration activities and ongoing HR business partnership based on organizational needs. The HRBP is expected to maintain broad working knowledge across employee relations, recruiting, onboarding/offboarding, benefits, leaves, workers’ compensation, compensation, HRIS, compliance, and other HR matters. While not expected to be the subject matter expert or functional owner in every area, the HRBP should be able to assess an issue, determine what needs to happen, provide appropriate support, engage the responsible HR owner or other resources, and know when to escalate. The successful candidate can take ownership of unfamiliar or complex work, develop a plan, coordinate stakeholders, and drive it forward with limited day-to-day direction.

Requirements

High school diploma or equivalent.
Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and relevant experience.
5+ years of progressive, broad-based Human Resources experience, including hands-on experience across multiple areas of the employee lifecycle such as employee relations, recruiting, onboarding/offboarding, benefits, leaves, workers’ compensation, compensation, HRIS, and compliance.
Demonstrated experience independently supporting leaders and employees across multiple HR disciplines.
Strong working knowledge of California employment practices and requirements.
Demonstrated employee relations, performance management, and manager coaching experience.
Strong project-management skills with demonstrated ability to manage multiple workstreams, stakeholders, deadlines, and dependencies.
Strong analytical skills and ability to review workforce information, identify issues, and develop clear recommendations.
Excellent written and verbal communication skills, including comfort communicating with employees, managers, and senior leaders.
Demonstrated ability to operate independently in a fast-paced environment with changing priorities and incomplete information.
Broad HR Generalist Knowledge
HR Business Partnership
Employee Relations & Investigations
California Employment Compliance
Mergers, Acquisitions & Integration
Workforce Planning & Analysis
Project & Change Management
Compensation & Organizational Analysis
Employee Lifecycle & HR Operations
Leader Coaching

Nice To Haves

HR experience within healthcare, medical groups, or another highly regulated, multi-site environment.
Experience supporting mergers, acquisitions, affiliations, integrations, de novos, or significant organizational growth.
Experience conducting or supporting HR due diligence and workforce analysis.
Experience supporting multiple legal entities and/or multi-state employee populations.
Experience with new entity, HRIS, payroll, or company-code implementation.
ADP Workforce Now experience.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification

Responsibilities

Serve as the primary HR lead for assigned acquisitions, affiliations, de novos, business integrations, and other organizational growth initiatives.
Develop and manage HR project plans, timelines, milestones, dependencies, and deliverables from initial assessment through post-integration.
Review workforce information and assess employee populations, organizational structure, compensation, benefits, time-off programs, employment practices, and other people-related considerations.
Identify gaps, risks, employee impacts, and required decisions and develop recommendations or escalate appropriately.
Participate in due diligence, integration planning, leadership meetings, employee transition meetings, and other growth-related activities.
Coordinate HR deliverables across functional areas and with Payroll, Finance, IT, Operations, Legal, and external partners as needed.
Develop employee transition strategies and communications in partnership with HR leadership and other stakeholders.
Support implementation of HR processes, systems, policies, programs, legal entities, company codes, and related infrastructure for new employee populations.
Provide HR leadership with status updates, recommendations, risks, and items requiring escalation.
Develop repeatable processes and tools to support future growth and integration activities.
Serve as an HR Business Partner to assigned leaders and employee populations, with assigned areas adjusting based on organizational and business needs.
Build trusted relationships with leaders and provide practical HR guidance aligned with organizational objectives.
Coach managers regarding employee relations, performance management, documentation, communication, and application of company policies.
Independently manage routine and moderately complex employee relations matters and investigations.
Maintain broad working knowledge across the employee lifecycle, including recruiting, onboarding/offboarding, benefits, leaves, workers’ compensation, compensation, HRIS, compliance, and other HR matters, partnering with functional owners and subject matter experts as appropriate.
Partner with leaders and HR leadership on workforce planning, organizational structure, position needs, compensation recommendations, promotions, leadership transitions, employee engagement, retention, and other organizational changes.
Identify issues requiring senior HR or legal involvement and escalate with appropriate background, analysis, and recommended next steps.
Lead assigned cross-functional HR projects from planning through implementation.
Develop project plans, analyses, recommendations, presentations, and communications as needed.
Anticipate obstacles and dependencies and proactively drive issues toward resolution.
Evaluate HR processes and recommend practical, scalable improvements.
Conduct post-integration reviews and incorporate lessons learned into future growth activities.
Independently take ownership of assigned HR business needs and growth initiatives.
Understand what needs to happen, developing and executing a plan, keeping stakeholders on track, identifying issues early, and bringing HR leadership recommendations and solutions.
Collaborate closely with HR team members and organizational leaders, share knowledge, provide cross-functional support, and help maintain continuity during peak workloads, time off, acquisitions, integrations, and special initiatives.