Human Resources Business Partner

Interfaith Community Services INC•Escondido, CA

3d•$75,820 - $86,970•Onsite

About The Position

In the Human Resource Business Partner role, you’ll serve as a trusted advisor to leaders and employees, supporting a positive, compliant workplace. This role leads employee relations, hotline responses, investigations, risk mitigation, and policy guidance while partnering with leadership, the Senior HR Director, and legal counsel. The HR Business Partner also supports leadership training, workforce analytics, performance and handbook processes, succession planning, orientation, and engagement initiatives that strengthen retention.

Requirements

Bachelor’s degree in Human Resources or equivalent experience, required
SHRM-CP, required.
5–7 years of employee relations experience, including high-level investigations, required
5-7 years as a human resources business partner, required
Experience advising leaders on performance management, corrective action, conflict resolution, and policy interpretation, required
Experience conducting workplace investigations involving employee complaints, hotline reports, policy violations, and other sensitive employee relations matters, required.
Experience partnering with legal counsel on employee relations, investigations, litigation support, or compliance-related matters, required.
Maintain confidentiality and exercise sound judgment with sensitive information.
Demonstrate impartiality, professionalism, and high emotional intelligence in all situations
Communicate effectively and adapt communication style to diverse audiences and circumstances.
Apply strong attention to detail, accuracy, and follow-through
Manage multiple priorities in a fast-paced, deadline-driven environment
Work effectively with diverse populations and build positive working relationships across teams and organizational levels
Apply working knowledge of local, state, and federal employment laws
Travel regularly within San Diego County to support employee relations matters at agency worksites

Nice To Haves

Experience developing and delivering leadership or management training, preferred
Experience using HR data and workforce analytics to identify trends and support decision-making, preferred
Bilingual (Spanish/English), preferred

Responsibilities

Serve as the primary employee relations contact, excluding Executive Leadership matters
Monitor and respond to anonymous hotline reports
Conduct timely, impartial investigations by gathering evidence, interviewing witnesses, documenting findings, and preparing clear reports and communications
Advise leaders and employees on employee relations, performance management, and policy interpretation
Track employee relations cases at all levels and report activity to the Senior HR Director
Identify employee relations trends and partner with program leaders to address patterns proactively
Collaborate with the Senior HR Director and outside legal counsel to mitigate risk and support compliance
Support responses to legal counsel related to litigated matters
Develop and deliver leadership training on manager onboarding, difficult conversations, conflict resolution, compliance topics, and other emerging leadership development needs
Review and revise disciplinary and performance documentation for accuracy, consistency, and compliance
Analyze workforce metrics and trends to identify organizational risks and opportunities and provide data-driven recommendations to leadership
Lead the annual employee handbook review and update process in partnership with HR staff, leadership, and outside legal counsel
Lead the employee performance review process, including annual reviews and 90-day check-ins; train leaders and continuously improve related processes
Establish and manage the organization’s succession planning process to support CARF accreditation standards
Identify organizational development opportunities that improve team effectiveness, collaboration, and organizational culture
Facilitate the Human Resources portion of New Hire Orientation by educating employees on organizational policies, procedures, workplace expectations, and the organization's mission, values, and culture
Develop collaborative partnerships with leaders to provide proactive Human Resources guidance, foster positive employee relations, and support departmental and organizational success through effective people practices
Partner with the Senior HR Director to process special-circumstance employee assistance requests respectfully and confidentially
Partner in the development, implementation, and evaluation of employee engagement and retention initiatives, using employee feedback and workforce metrics to drive continuous improvement
Stay current on employment laws and HR best practices through ongoing education
Serve as a backup facilitator for New Hire Orientation and onboarding processes when HR team members are unavailable, ensuring a consistent and positive onboarding experience
Perform other duties as assigned