HR Business Partner

Redwood Family Care Network • Phoenix, AZ

8d • Hybrid

About The Position

The Human Resources Business Partner serves as the primary strategic HR partner to assigned regional operations leaders. This role connects business priorities with Human Resources strategies that strengthen leadership capability, improve employee engagement and retention, support workforce performance, and advance Redwood Family Care Network's Mission, Vision, and Values. The HR Business Partner balances strong employee-relations judgment with a forward-looking focus on talent management, workforce planning, organizational effectiveness, and leadership development. The position works closely with centralized People Operations, Talent Acquisition, Learning and Development, Payroll, Benefits, Safety, and HR Technology partners to deliver consistent, practical, and scalable solutions across the employee lifecycle.

Requirements

• Minimum of five years of progressive Human Resources experience, including significant responsibility for employee relations and direct partnership with operational leaders.
• Valid driver's license, reliable transportation, and the ability to travel throughout the assigned region and occasionally outside the region as business needs require.

Nice To Haves

• Experience supporting a multi-site, geographically dispersed workforce is strongly preferred; healthcare, human services, or other highly regulated environments are a plus.
• Demonstrated experience in leadership coaching, performance management, talent reviews, succession planning, workforce planning, or organizational effectiveness programs.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.

Responsibilities

• Serve as the primary HR partner and strategic advisor to assigned Regional Operations Leaders and their leadership teams.
• Build a deep understanding of regional operations, staffing models, service delivery, financial drivers, workforce needs, and business priorities.
• Provide timely coaching and guidance to leaders on employee relations, performance, attendance, conduct, conflict resolution, corrective action, and termination decisions.
• Conduct or support fair, thorough, and timely workplace investigations and recommend actions that are consistent with company policy, values, and legal requirements.
• Partner with leaders to strengthen accountability, communication, decision-making, team effectiveness, and overall leadership capability.
• Lead regional talent assessments and succession-planning discussions; identify high-potential employees, critical roles, talent gaps, and development priorities.
• Support the Hi-Potential Development Programs and other leadership-development initiatives by identifying participants, reinforcing development plans, and tracking progress.
• Guide leaders through performance-management processes, including goal setting, feedback, evaluations, development planning, and performance improvement.
• Analyze turnover, vacancies, overtime, employee-relations activity, engagement feedback, and other workforce indicators to identify trends and develop region-specific action plans.
• Partner with Operations and Talent Acquisition on workforce planning, organizational design, staffing needs, recruiting priorities, internal movement, and retention strategies.
• Support organizational changes, position eliminations, integrations, and other workforce transitions with sound planning, communication, and risk assessment.
• Promote a positive employee experience by ensuring concerns are heard, issues are addressed, and leaders consistently model Redwood's Mission, Vision, and Values.
• Collaborate with People Operations and HR Centers of Excellence to ensure consistent execution of onboarding, leave administration, benefits, payroll, compliance, learning, safety, and HR technology processes.
• Identify opportunities to simplify and improve HR practices, workflows, and manager tools through automation, standardization, and continuous improvement.
• Maintain accurate and timely documentation, case records, reports, and required follow-up while protecting confidential employee information.
• Monitor employment-law developments and regional compliance requirements and partner with HR leadership or legal counsel as appropriate.
• Participate in regional and company leadership meetings and travel regularly to programs, homes, offices, and other operating locations in Arizona, Minnesota and occasional travel to the corporate office in California.
• Perform other related duties as assigned.

Benefits

• Full-Time Comprehensive benefits options, including medical, dental, vision, life, STD, LTD, hospital indemnity, critical illness, and accident insurance.
• HSA, Health Care FSA and Dependent Care FSA
• EAP (Employee assistance program)
• Employee discount program
• PTO (Paid time off)
• Dayforce Wallet
• Daily Pay
• Pre-Tax 401(k)
• After-Tax Roth
• Tuition discount through Capella University

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level