Human Resources Business Partner (On-Site)

NorthBay Healthcare Corporation • Fairfield, CA

2d • Hybrid

About The Position

At NorthBay Health, the HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Serves as a strategic advisor and partner to operational leaders, aligning human resources practices with organizational business objectives, policy and reducing risk to the organization as well as becomes a trusted leader for staff through presence and building trust. This role provides consultative support to leaders and staff alike as an expert in influence, coaching, mentoring and building strong relationships. The HRBP drives initiatives that enhance employee engagement, ensure compliance, and support a high-performing, patient-centered culture while supporting business operations. Supported services may cover assigned operations area/s, including but not limited to talent acquisition, employee relations, leave of absence, accommodation, compensation, benefits, and learning and leadership services. Participates as assigned on organizational committees and projects or project teams. Rounds regularly on assigned areas of the organization, building relationships with leaders and employees. Trains, minimum of one, assigned human resources topics. Leads or supports human resources initiatives as assigned.

Requirements

• Bachelor’s degree in Human Resources, Business Administration or related field required or a combination of education and experience in HR Business Partner level work in HR equal to eight years.
• Current minimum PHR, SPHR or SHRM-CP, SHRM-SCP certification or Master’s degree in Human Resource.
• Minimum of five (5) years of progressive HR professional experience in the past seven years with a background as an HR generalist or HRBP.
• Prior union experience preferred.
• Minimum of four years of experience in resolving complex employee relations issues.
• Expertise performance management and coaching leaders.
• Excellent interpersonal, partnering, collaboration, communication, and influencing skills.
• Ability to analyze data and make evidence-based recommendations.
• High level of discretion and confidentiality.
• Strong critical thinking and problem-solving and conflict resolution skills.
• Prior hospital experience and knowledge of accreditation standards strongly preferred.
• Must be familiar with and have a working understanding of current standard federal, state laws and regulations pertaining to employment and EEO.
• Must have a broad understanding of the principles of human resource management, policies, and procedures.
• Excellent research, investigation, analysis, organization, oral and written communication skills required.
• Excellent collaboration and negotiation skills.
• Emotional intelligence and accountability.
• A high level of critical thinking and problem-solving skills required.
• Ability to communicate effectively and pleasantly to employees at all levels of a culturally diverse organization.
• Must demonstrate the highest level of discipline re: confidentiality and discretion.
• Must project positively and professionally, consistent with the System’s mission, values, and strategic goals.
• Capacity to maintain clear thinking, composure, and respect for others under pressure and difficult or challenging circumstances.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Effective consulting, conflict management, facilitation, questioning, and group process skills required.
• Instructional design and teaching skills.
• High attention to detail and accuracy required.
• Incumbents are expected to work independently, with minimal supervision in carrying out a variety of assigned duties, tasks and projects.
• Requires a high level of comfort with taking initiative and service excellence.
• Intermediate proficiency in word processing, database, and spreadsheet applications required to support project work required.
• Working knowledge of, and appropriate application of, the following: Federal and State law and regulations regarding employment, discrimination, wage and hour, benefits administration, Compliance agency enforcement and administration processes, dispute resolution techniques, ADA, OSHA, SB 198, and Workers’ Compensation
• Demonstrates NorthBay's values and true north including nurturing care, own it, respect relationships, build trust, hardwire excellence.
• Ability to build and maintain positive working relationships and earn trust with others.

Nice To Haves

• Prior union experience preferred.
• Prior hospital experience and knowledge of accreditation standards strongly preferred.

Responsibilities

• Partner with operation’s leaders to develop and implement HR strategies aligned with strategic business objectives.
• Consult with management and provide guidance on human resources matters.
• Analyze workforce metrics (turnover, engagement, productivity) and recommend data-driven solutions and makes recommendation for policies.
• Meet with leaders in area regularly and participates in operation meetings as requested.
• Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people.
• Lead programs and initiatives, champion the organization's culture, and develop practical local solutions to achieve business objectives.
• Ensure consistent application of policies, procedures, and labor laws.
• Promote a positive work environment and drive employee engagement initiatives.
• Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues.
• Coach leaders to reduce risk to the organization, assists in resolving workplace issues.
• Support PIP, corrective action, termination and RIF processes.
• Manage accommodation, and fitness for duty processes.
• Collaboratively work with the Manager of Labor Relations, interpret collective bargaining agreements and support labor relations activities, including grievance.
• Partner with Employee Relations leaders and counsel as required to reduce risk.
• Support day to day performance management processes, including more often check-ins with staff, goal setting, evaluations, career development and coaching.
• Partner with leadership on succession planning and growing staff for engagement and leadership development initiatives.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Identify training needs for business units and individual executive coaching needs.
• Coordinate as appropriate with learning leaders to development programs.
• Coach leaders to enhance their people-leadership capabilities.
• Ensure the quality of HR service delivery through effective collaboration with HR operational services.
• Train at least one HR topic for the organization.
• Stay abreast and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO).
• Provide HR policy guidance and interpretation.
• Interpret and apply HR policies and procedures consistently across departments.
• Support audits and regulatory requirements, particularly in healthcare environments if applicable.
• Support change initiatives, including restructuring, mergers, or process improvements.
• Facilitate employee engagement strategies and culture-building efforts.
• Coach leaders/staff on change management best practices.
• Maintain accurate documentation and HR data integrity.
• Collaborate with HR Centers of Excellence (e.g., Total Rewards, Learning).
• May back recruitment efforts for key roles as requested.
• Advise managers and employees on employee relations, talent acquisition, compensation, accommodation, leave-related, learning and benefits topics.
• Model System values and norms, demonstrate alignment with regulatory and strategic directives.
• Demonstrate compliance with System standards in all circumstances.
• Perform other duties as assigned.
• Round on leaders and staff consistently (1-2x per week minimum) creating a presence of HR familiarity and support.
• Lead and support organizational change initiatives, including restructuring and transformation efforts.
• Develop communication strategies to support change adoption.

Benefits

• Designated FTE during normal operation hours Monday-Friday, 0800-1700.
• May require travel between sites and/or emergency travel to all system campuses.
• May be occasionally required to alter work schedule or work after hours based on business need.
• $55 to $67 per hour based on years of experience doing the duties of the role.

What This Job Offers

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