Senior Human Resources Business Partner

Bicycle Health•Sacramento, CA

11h•$110,000 - $150,000•Remote

About The Position

The Opioid Epidemic is a public health crisis with a highly effective but underutilized clinical intervention - millions of Americans are physically dependent on Opioids but only 10% of those likely to have OUD actually access treatment. Bicycle Health addresses this gap by maximizing accessibility, affordability, and overall quality of care by enabling highly qualified clinicians to reach patients broadly and efficiently through our online platform. The role of a Senior HR Business Partner (Sr. HRBP) in a matrix setting is a strategic and consultative position that bridges the gap between HR functions and specific business units to drive organizational success. This role requires a blend of deep business acumen and HR expertise to provide strategic guidance to senior leadership across various departments or geographical regions. Target Pay Range: $110,000-$150,000 - Compensation to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.

Requirements

7-10+ years of directly relevant HR experience primarily with a California workforce.
2 years working in a late stage start-up environment.
Experience functioning effectively in a matrix or team-based environment is a key requirement.
Must be capable of working in a complex, matrix organization with diverse stakeholder groups.
Able to build strong, collaborative relationships across different functions, business units, and HR teams (COEs and Shared Services) to ensure cohesive, effective delivery of HR services enterprise-wide.
Bachelor's degree in Human Resources, Business, or a related field is preferred.
HR certification (PHR, SHRM-CP) required.
This is a full-time (40hrs per week) remote position.

Nice To Haves

Experience in a union environment is preferred.
Experience working in a 100% remote environment is a plus.
SPHR or SHRM-SCP is preferred.

Responsibilities

Strategic Alignment & Business Partnering: Liaise between the Business Unit (Regions), Centers of Excellence (COEs) and People Team across the organization to help drive and deliver the Company's comprehensive people experience strategy.
Act as a strategic partner to regional leadership teams, ensuring HR strategies align with overall business objectives. This involves a deep understanding of the business's unique challenges, budget, and goals.
Partner with leaders to anticipate business needs and develop strategies that drive performance, engagement, and retention.
Serve as a trusted advisor to people managers providing guidance on organizational design, workforce planning, leadership development in collaboration with the Director of Total Rewards & Operations and the Manager, Learning & Talent Development.
Organizational Effectiveness & Change Management: Lead and coordinate cross-functional HR initiatives and projects, ensuring alignment with corporate goals and successful execution through strong project management practices.
Advise and guide leadership on organizational design, development, and change management solutions.
Champion positive change across the organization, providing coaching and skill-building to facilitate smooth transitions.
HR Analytics & Data-Driven Decision-Making: Leverages HR metrics to analyze trends, inform business decisions, and drive continuous organizational improvement and employee engagement
Analyze trends and people data, summarize key insights, and make compelling recommendations for strategic actions and program adjustments to senior leadership.
Influence managers with data-driven insights and thoughtful recommendations to guide decision-making and solutions for employee relations, performance, retention, and engagement.
Employee Relations: Coach and develop people managers through real-time guidance on employee performance, difficult conversations, conflict resolution, and day-to-day people management challenges
Provide consultation and coaching to leadership and employees to manage complex employee relations issues in a fair, legal, and supportive manner.
Conduct thorough investigations when necessary and ensure compliance with federal and state employment laws. This includes making recommendations as appropriate.
Lead complex employee & labor relations, ensuring compliance in both union and non-union environments.
Compliance, Governance, and Risk Mitigation: Advise employees and managers on policy interpretation and application, ensuring consistency and compliance.
Partner with leaders to ensure adherence to all federal, state, and local employment laws and regulations.
Partner with Legal,to proactively identify risk areas, recommend corrective actions, and safeguard organizational integrity.
Responsible for the administration of employee workplace accommodation requests ensuring compliance with federal, state, and local regulations.
Appreciation & Retention: Develop targeted insights and programmatic recommendations to enhance employee retention rates.
Support programs that drive a culture of appreciation and recognition across teams.