Senior Human Recourse Business Partner

21st Century Home Health Services•Burlingame, CA

15d•$130,000 - $150,000•Onsite

About The Position

21st Century Home Health Services (21HHS) is a rapidly growing home health agency in Northern California, recognized for its exceptional patient care and supportive employee environment. The company has achieved hospital readmission rates below 10% and was named a 2024 Top Workplace. As a Senior Human Resources Business Partner, you will serve as a trusted advisor to managers and employees and a strategic partner to the HR Operations Director. Based in Burlingame, you will have direct visibility with founders and executives, playing a key role in shaping people support and development strategies during the company's scaling phase. This role will provide dedicated HRBP support to the corporate support team and clinicians across San Francisco, San Mateo, Marin, and Sonoma Counties. Responsibilities include supporting HR leadership, driving employee relations strategy, delivering executive coaching, and leading proactive problem-solving initiatives to ensure a productive, accountable, and policy-aligned workforce.

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.