Human Resources Business Partner

Aston Carter•Newark, CA

4d•$54 - $88•Hybrid

About The Position

The Human Resources Business Partner will collaborate with site and regional clinics to ensure HR deliverables are met. This role involves representing HR in business decisions and providing strategic input into HR programs, initiatives, and service delivery. You will lead the deployment and delivery of HR initiatives and work with the HR team on strategic planning, alignment, and implementation, applying strong business acumen to develop people solutions that support clinic-specific needs while maintaining enterprise-wide standards and compliance.

Requirements

3-5 years of progressively responsible HR experience (Generalist, Manager, or Specialist) with demonstrated business-side partnership.
Experience supporting multiple clinics or cross-functional units is preferred.
Proficiency in Workday, MS Office, and ServiceNow.
HR Generalist background with experience in all facets of the HR actions in relation to the employee lifecycle, including investigation and employee relations.

Nice To Haves

S/PHR certification is preferred, but other recognized HR credentials such as SHRM-S/CP are acceptable.
Ability to operate effectively in a complex, evolving environment and collaborate across the organization.
Excellent interpersonal and communication skills; strong judgment and diplomacy.
Robust problem-solving, analytical, and data-driven decision-making capabilities.
Expertise in performance management, talent selection, retention, conflict resolution, and employee development.
Solid knowledge of employment law and applicable regulations; strong ethics, discretion, and confidentiality.
Strategic thinking with the ability to balance big-picture objectives with tactical execution.
Ability to multi-task, manage multiple projects, and influence without direct authority.
Proven ability to build partnerships with line managers, senior leaders, and HR colleagues; persuasive, credible, and collaborative communication style.
Outstanding written and verbal communication, listening, and presentation skills.

Responsibilities

Serve as a strategic HR partner to clinic and regional leadership, translating organizational HR strategy into actionable plans that meet local needs while aligning with broader programs.
Lead and influence workforce planning, performance management, succession planning, and employee relations; coach leaders and escalate risks as needed.
Design and implement change management strategies for organizational initiatives, assessing impact, adoption, and sustainability; monitor outcomes and adjust approaches.
Ensure efficient, high-quality delivery of HR solutions by collaborating with COEs and HR operations; gather business feedback and drive continuous improvement.
Advise leaders on policy interpretation, regulatory compliance (including HIPAA), staffing decisions, and workforce risk; ensure consistent application across clinics while accommodating local nuances.
Develop and monitor HR metrics and dashboards; provide data-driven insights to senior leadership and translate findings into actionable recommendations.
Manage or facilitate core HR processes such as on-boarding, performance management, employee development, and retention initiatives, while promoting self-service tools for managers.
Influence and support organizational change by mapping impact, communicating effectively with stakeholders, and sustaining desired outcomes.
Guide managers in workforce development and training needs assessments; oversee delivery of targeted development programs and capability-building efforts.
Direct managers and staff to appropriate HR resources and escalation paths; serve as a trusted advisor for complex or sensitive issues.
Ensure safety, privacy, and compliance policies are upheld; participate in audits and corrective action planning as required.
Participate in organization-wide HR projects and initiatives; contribute to a positive, inclusive workplace culture.