Human Resources Business Partner

Pacific Health Group•San Diego, CA

1d•$75,000 - $78,000•Remote

About The Position

The Human Resources Business Partner (HRBP) position serves as a strategic consultant to departmental and executive leadership, aligning human capital strategies with business objectives and operational goals. This role transitions from day-to-day generalist administration to driving workforce planning, organizational design, leadership coaching, and retention strategies across assigned business units. The HRBP bridges business operations and compassionate workforce management, ensuring company culture, talent capability, and organizational health directly drive Pacific Health Group's mission.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent practical experience).
6+ years of progressive HR experience operating in an advanced Generalist or HRBP capacity.
Deep technical expertise in California employment laws, high-risk workplace investigations, and compliance standards.
Proven track record of independently conducting complex workplace investigations and coaching department leaders.
Advanced proficiency with HRIS platforms (Paycom preferred) and Google Workspace.
Exceptional communication, analytical, conflict resolution, and decision-making skills.

Nice To Haves

Experience working in a startup or high-growth environment.
Healthcare industry experience.
Professional HR certification (SHRM, HRCI, or equivalent)

Responsibilities

Serve as the senior escalation point for complex, high-risk, or legally sensitive workplace investigations (e.g., harassment, discrimination, executive-level misconduct).
Interview key parties, review complex documentation, analyze legal risks, and prepare comprehensive investigation reports with concrete remedies.
Advise department leaders on high-risk corrective actions, sensitive performance management, and involuntary terminations.
Track complex employee relations patterns within assigned departments to implement targeted preventative training and intervention strategies.
Act as the primary HR point of contact for directors and managers within assigned operational departments.
Provide direct coaching to department leaders on effective communication, conflict management, team culture, and employee accountability.
Translate department-specific workforce data (turnover, exit data, leave trends) into practical retention and engagement plans.
Support department heads with headcount planning, organizational structural updates, and succession risk identification.
Provide expert-level guidance on highly complex accommodation requests, interactive process deadlocks, and overlapping leave scenarios (CFRA/FMLA/PDL/ADA).
Evaluate undue hardship concerns and legal risks associated with accommodations, escalating recommendations to the HR Manager.
Ensure organizational adherence to complex California labor laws, wage and hour rules, and healthcare regulatory standards.
Draft, modernize, and audit high-level HR policies, procedures, standard operating practices, and compliance documentation.
Lead critical, cross-functional HR projects and strategic initiatives from concept through enterprise-wide rollout.
Guide assigned departments through organizational changes, process improvements, and program implementations with clear communication plans.
Partner with the HR Manager to continuously refine HR workflows, improve service delivery, and modernize department tools.
Serve as a senior technical and functional resource for Senior HR Generalists, HR Generalists, and HR Coordinators.
Review complex employee documentation, notices, and correspondence prepared by less experienced team members.
Support the ongoing training and development of the broader HR operational team.