Senior Human Recourse Business Partner

21st Century Home Health Services Inc.•Burlingame, CA

17d•$130,000 - $150,000•Onsite

About The Position

We are seeking a seasoned Senior Human Resources Business Partner to serve as a trusted advisor to managers and employees while acting as a strategic partner to our HR Operations Director. Based out of our Burlingame headquarters, you'll have direct visibility with founders and executives, playing a key role in shaping how we support and develop our people as we scale. In this role, you'll serve as the dedicated HRBP for our corporate support team as well as clinicians across San Francisco, San Mateo, Marin, and Sonoma Counties. You'll provide direct support to HR leadership, drive employee relations strategy, deliver executive-level coaching, and lead proactive problem-solving initiatives—building the relationships and systems that keep our workforce productive, accountable, and aligned with 21HHS policies and best practices. This is a hands-on leadership role for an experienced HR professional who thrives on partnering with senior leaders, getting ahead of complex issues, guiding supervisors through high-stakes people decisions, and fostering a culture where employees feel heard and supported.

Requirements

7+ years of progressive HR experience, with demonstrated success as an HR Business Partner—ideally in a fast-growing or startup environment
Strong employee relations background, including leading investigations and navigating sensitive, high-stakes situations
Proven ability to partner with and support senior HR leadership on strategic and operational initiatives
Ability to interpret and apply employment laws, regulations, and company policies at an advanced level
Track record of coaching managers and executives, and influencing without authority
Excellent prioritization, time management, and follow-through under shifting demands
Proficiency in Google Suite and HR systems
High discretion and confidentiality with employee information

Nice To Haves

Experience supporting a dispersed or remote workforce is a plus
Healthcare or home health experience is a plus

Responsibilities

Serve as a direct partner to the HR Operations Director, supporting the execution of HR strategy and operational priorities across the organization
Interact regularly with founders and executives, providing HR insights that inform business decisions and organizational direction
Collaborate with HR leadership on policy development, workforce planning, and organizational design initiatives
Act as a senior thought partner on complex, high-risk, or precedent-setting HR matters
Represent HR in cross-functional leadership discussions, contributing insights on talent, culture, and organizational health
Serve as the dedicated HRBP for the corporate support team, building strong relationships with functional leaders and staff
Provide full-cycle HR partnership to clinicians across San Francisco, San Mateo, Marin, and Sonoma Counties
Understand the unique needs of both corporate and clinical populations, tailoring support and solutions accordingly
Conduct regular site visits and check-ins to stay connected to team dynamics, morale, and emerging issues across your client groups
Lead and resolve complex, sensitive, or escalated employee relations issues through effective, thorough, and objective investigations
Build proactive relationships with employees across your client groups to anticipate concerns before they escalate
Maintain deep knowledge of employment law and ensure day-to-day management practices reduce legal risk and remain compliant with regulations and 21HHS policies
Provide expert guidance on risk mitigation and advise leadership on appropriate resolution strategies
Partner with senior leaders, hiring managers, and supervisors to provide guidance on coaching, counseling, performance management, disciplinary actions, and career development
Identify training needs and individual coaching opportunities; monitor program effectiveness and recommend enhancements
Mentor and support junior HR team members as needed
Analyze workforce trends and metrics to develop solutions, programs, and policies that improve retention, productivity, and engagement
Work closely with leadership to strengthen work relationships, build morale, and support a high-performance culture
Maintain strong business literacy—understanding operational priorities, culture, and competitive landscape across both corporate and clinical environments