Human Resources Business Partner

Pacific Clinics•Arcadia, CA

35d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) is a strategic advisor to business leaders and provides high-level employee relations support. A significant responsibility of this position is independently managing complex and sensitive employee relations and workplace investigations requiring sound judgement, risk assessment, objective analysis in alignment with policies and law. They serve as a consultant to management on all HR-related matters, including performance management, corrective actions, talent management, compensation and benefits, organizational development and other complex employment matters. HRBPs also play a key role in driving HR initiatives, interpreting policies and procedures, and fostering a positive and inclusive work culture. They act as a liaison between employees and management, ensuring that HR practices are fair, consistent, and compliant with legal and regulatory requirements.

Requirements

Bachelor's Degree (BA/BS) and (2) two or more years or more of professional experience required, or equivalent combination of education and experience to include:
(3-5) three to five years of experience in a human resources capacity as a generalist, in benefits, talent acquisition, compensation or training.
Working knowledge of employment and labor laws including, but not limited to, Fair Employment and Housing Act, applicable Wage Orders, California Family Rights Act (CFRA), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), as amended, Workers' Compensation leaves laws, COVID-19 regulations.
Excellent interpersonal, written, and verbal communication skills.
Excellent computer skills and demonstrated ability to work in Windows environment including Word, Excel, Outlook, Teams, Zoom and HRIS experience.
Detail-oriented to work in fast-paced, team-focused, high-volume environment handling multiple priorities.
Some travel within California may be required.
Must possess a valid California driver's license and maintain an insurable driving record under the Clinics' liability policy; must drive own vehicle on Clinics' business as needed.

Nice To Haves

Demonstrates passion for excellence and accuracy in work and work product coupled with high ethical standards and ability to maintain confidentiality.
Assumes personal responsibility for ongoing professional development with a willingness to share knowledge with others.
Demonstrates sound judgement and critical thinking in evaluating complex and sensitive employee relations matters; objectively analyzes available evidence, identifies employment related risk and develops recommendations consistent with applicable law, policy and practices.

Responsibilities

Provides strategic partnership to leadership from a human resources perspective, including knowledge of and adherence to pertinent laws, policies, practices, procedures with the goal of continuity and consistency.
Independently manages complex and sensitive employee relations matters from intake through resolution, including allegations of harassment, discrimination, retaliation, workplace misconduct, policy violation and other high risk employment matters
Conducts prompt, thorough workplace investigations, including developing investigation plans, conducting complainant, subject and witness interviews, reviewing documentation and other evidence and analyzing conflicting information to develop objective findings.
Prepares clear, objective and defensible employee relations documentation.
Manages multiple concurrent, time-sensitive employee relations matters while independently prioritizing work based on legal, operational and organizational risk.
Coaches managers and supervisors to improve the quality of performance appraisals,
Collaborates with employees, managers, and the benefits team to conduct leave of absences, medical accommodation, and interactive process situations.
Offboards terminating employees including notifying stakeholders to ensure timely and correct final pay, completion of termination documents, collection of company property, shutting off access to agency applications and software, and updating the HRIS system.
Responds to unemployment claims with timeliness and accuracy.
Partners with third party vendors in providing additional information when necessary and participate in hearings when required.
Leads and/or participates in agency-wide human resources special projects and initiatives.
Supports human resources and departmental management in the hiring, onboarding, and reduction in force (RIF) and layoff processes.
Attends and participates in agency-wide, divisional, and departmental meetings, and agency-wide committees as requested.
Conducts training, as required.
Applies working knowledge of applicable employment laws, agency policies, best practices and principles of consistency in all employee matters and in recommending appropriate action.
Other duties as assigned.