Principal Human Resources Business Partner

Imperative Care•Campbell, CA

3d•$190,000 - $205,000

About The Position

The Principal Human Resources Business Partner (HRBP) is a strategic individual contributor who aligns HR initiatives with long-term business goals and addresses complex, business-critical HR challenges for Commercial and General & Administrative client groups. The role partners with business leaders, HR Centers of Excellence, and cross-functional stakeholders to execute enterprise HR programs with rigor, speed, and sound judgment, using data, governance, and practical, people-centered solutions to support long-term business success. The HRBP serves as a trusted advisor to senior leaders, managers, and employees; translates business priorities into people strategies; and advises on organizational health, leadership effectiveness, performance, engagement, and change. The role leads core HR planning cycles and employee engagement, retention, development, and employee relations work, while partnering with Talent Acquisition, Compensation, Talent Management, Total Rewards, Legal, and other stakeholders to deliver coordinated HR support. The position requires a bachelor’s degree in a related field and at least 12 years of progressive HR/People Practices experience, or an equivalent combination of education and work experience. SPHR certification and HRBP experience in a medical device environment are preferred. The listed salary range is $190,000–$205,000. Imperative Care offers stock options, bonus opportunities, competitive salaries, a 401(k) plan, health benefits, generous paid time off, and a parental leave program.

Requirements

Bachelor’s degree in a related field and a minimum of 12 years of progressive experience in HR/People Practices, or an equivalent combination of education and work experience.
Ability to objectively analyze organizational challenges and propose long-term solutions.
Ability to interpret complex datasets and translate them into strategic business stories.
Strong knowledge of HR practices, including recruiting, employee relations, performance management, and manager coaching.
Strong knowledge of applicable state and local laws.
Excellent planning and organization skills, attention to detail, and ability to manage multiple tasks in a fast-paced environment with a sense of urgency.
Proven ability to build trust, respect, and strong working relationships with leaders and employees.
Demonstrated ability to respond to and resolve complex issues with a strong customer service orientation.
Ability to maintain strict confidentiality, work independently, prioritize work and projects, and respond to a changing and dynamic environment.

Nice To Haves

SPHR certification.
Experience as an HRBP in a medical device environment.

Responsibilities

Serve as a strategic HR advisor and primary HR partner to senior leaders, managers, and employees, advising on HR strategy, policies, communications, and initiatives.
Translate business priorities and growth plans into people strategies, including organizational design, workforce planning, headcount strategy, talent movement, and capability building.
Advise leaders on organizational health, leadership effectiveness, team dynamics, performance, engagement, and decision quality; coach them to lead change and sustain results.
Drive the annual engagement survey process; analyze HR metrics and business signals to identify trends, risks, root causes, and capability gaps, and recommend people solutions.
Lead HR planning cycles, including performance management, talent reviews, calibration, and compensation planning, in partnership with HR team members.
Manage employee engagement, retention, and development initiatives; facilitate training, design communications, and resolve complex employee relations matters through investigation, documentation, and follow-through.
Provide leaders with guidance, tools, and decision frameworks for talent reviews, promotions, pay actions, and rewards differentiation.
Partner with Talent Acquisition and business leaders on strategic staffing, recruiting plans, and selection for key roles; forecast talent needs and identify critical skill gaps.
Collaborate with HR Centers of Excellence and cross-functional partners, including Talent Management, Total Rewards, and Legal, to deliver coordinated HR support and solutions.
Partner with Compensation on job creation, leveling, market data reviews, recommendations, and communications.
Stay current on HR trends and provide practical, business-relevant recommendations with HR Centers of Excellence and cross-functional partners to support capability building and leader effectiveness.