Manager, Human Resources Business Partner (NB and VacaValley Hospitals)

NorthBay Healthcare Corporation•Fairfield, CA

9d•Hybrid

About The Position

At NorthBay Health, this Manager provides strategic and operational support to the executive and operational leaders within assigned functional areas. This role serves as a trusted advisor partnering with leadership as, aligning human resources strategies with organizational goals, workforce planning, employee engagement, labor and employee relations, talent management, and change management initiatives, ensuring consistent execution of HR programs, policies, and workforce strategies across the organization. The role partners closely with Talent Acquisition, Compensation, Benefits, Organizational Development, Learning, Employee Labor and Relations, Leave of Absence, Workplace Culture and Compliance to deliver integrated HR solutions that support a high-performing, patient-centered culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field required.
National certification in HR or master’s degree in Human Resources required.
Minimum of 6 years of progressive HR leadership experience, preferably within a complex healthcare system or large matrixed organization.
Minimum of 4 years of experience as an HR Business Partner.
Minimum of 3 years of leadership experience managing HR teams.
Experience supporting healthcare operations, including clinical and non-clinical functional areas, strongly preferred.
Experience in a union environment preferred.
Prior experience in a hospital or healthcare system preferred.
Substantial HR training, policy writing and interpretation experience required.
Knowledge of hospital accreditation standards required.
Working knowledge and appropriate application of 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 are required.
Experience partnering with senior and executive leadership teams.
Strong knowledge of employment law, employee relations, organizational development, workforce planning, and HR best practices.
Demonstrated ability to lead change and influence across multiple levels of the organization.
Strong analytical and problem-solving capabilities.
Intermediate proficiency in word processing, database, and spreadsheet applications.
Effective consulting, facilitation, questioning, and group process skills required.
Models strong leadership principles and leadership presence.
Demonstrates conflict resolution and critical thinking skills.
Ability to manage multiple priorities in a fast-paced healthcare environment.
High level of professionalism, discretion, and emotional intelligence.
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.
Requires a high level of comfort with taking initiative and being accountable for team work and service excellence.
Demonstrates the True North values.
Ability to build and maintain positive working relationships with others.
Ability to communicate effectively to employees at all levels of a culturally diverse organization.

Nice To Haves

Master’s degree preferred.
Experience supporting healthcare operations, including clinical and non-clinical functional areas, strongly preferred.
Experience in a union environment preferred.
Prior experience in a hospital or healthcare system preferred.

Responsibilities

Partner with operation’s leaders to develop and implement HR strategies aligned with strategic business objectives.
Consults with management and provide guidance on human resources matters.
Meets 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.
Leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives.
Ensure consistent application of policies, procedures, and labor laws.
Promote a positive work environment and engagement initiatives.
Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues.
Supports PIP, corrective action, termination and RIF processes.
Coaches leaders to reduce risk to the organization, assists in resolving workplace issues.
Manages accommodation, and fitness for duty processes.
Collaboratively works with the Manager of Labor Relations, interprets collective bargaining agreements and supports labor relations activities, including grievance.
Supports performance management, check-ins, goal setting, evaluations, career development and coaching.
Partners with leadership on succession planning, growing staff and leadership development initiatives.
Works closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.
Identifies training needs for business units and individual executive coaching needs.
Coordinates as appropriate with learning leaders to development programs.
Coaching leaders to enhance their people-leadership capabilities.
Ensure the quality of HR service delivery through effective collaboration with our HR operational services.
Trains at least one HR topic for the organization.
Stays abreast and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO).
Provides 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.
Supports change initiatives, including restructuring, mergers, or process improvements.
A key requirement of this role is the ability to use analytical tools to inform business decisions.
Coaches leaders/staff on change management best practices.
Leads, coaches, hire and develop a team of HR Business Partners to ensure effective support of organizational and departmental objectives.
Advise leaders and partners on employee relations matters, performance.
As requested, may analyze workforce metrics and trends, including turnover, vacancy rates, engagement, and labor productivity, to inform decision-making and strategic planning.
Lead or support enterprise HR initiatives, committees, and cross-functional projects aligned with organizational priorities.