Senior Human Resources Business Partner

Cogir Senior Living•San Francisco, CA

49m•$90,000 - $140,000•Remote

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic and hands on partner to Operations leadership, providing comprehensive HR support across the employee lifecycle. This role delivers day to day HR guidance on performance management, employee development, workforce planning, and policy application, while also supporting employee relations matters and workplace investigations as needed. The Senior HR Business Partner balances legal considerations, operational needs, and Cogir values to help leaders make sound, timely, and practical people decisions. This is an advanced level HRBP role with increased autonomy and responsibility, supporting complex and high impact situations with sound judgment and minimal oversight. In addition to traditional HR business partner responsibilities, the role may lead or support employee relations investigations and contribute to process improvements, policy development, and training initiatives that enhance consistency, compliance, and leader capability across the organization.

Requirements

Bachelor’s degree or equivalent practical experience
Seven or more years of progressive human resources experience, including HR business partner and employee relations responsibilities
Demonstrated experience providing strategic HR and employee relations guidance to operations or business leaders
Significant experience conducting or leading workplace investigations
Experience drafting HR policies and developing leader training
Strong working knowledge of employment laws and regulations
Proven ability to balance business needs, legal considerations, and employee experience
Sound judgment, discretion, and ability to manage sensitive and confidential matters
Strong written and verbal communication skills
Ability to work independently, prioritize competing demands, and operate with minimal oversight

Nice To Haves

Experience supporting multi-site or field based operations
Experience in senior living, healthcare, hospitality, or similar operational environments
HR certification such as SHRM CP, SHRM SCP, PHR, or SPHR

Responsibilities

Serve as a trusted advisor to Operations leadership, Executive Directors, and Regional leaders on employee relations, performance management, and workforce issues
Provide practical, risk aware guidance on day to day people decisions, including discipline, terminations, policy interpretation, and complex employee situations
Balance legal considerations, operational realities, and Cogir values to support sound, timely, and defensible decision making
Support leadership through sensitive and high impact situations with calm, clear, and thoughtful guidance
Escalate high risk or complex matters appropriately and collaborate closely with the Vice President of Employee Relations and Employment Counsel
Coach leaders on effective performance management, documentation, and corrective action, with a focus on clarity, consistency, and fairness
Advise leaders on addressing performance concerns early to reduce escalation and risk
Support leaders in preparing for and conducting difficult conversations, including performance feedback, corrective action, and terminations
Guide leaders in applying Cogir policies and practices in a consistent manner
Reinforce accountability while maintaining a respectful, human focused approach
Partner with leaders to develop improvement plans and support sustained performance outcomes
Independently lead and conduct employee relations investigations, including allegations of misconduct, harassment, retaliation, policy violations, and other workplace concerns
Serve as the primary point of contact for complex and sensitive employee relations matters within assigned regions or communities
Ensure investigations are timely, thorough, well documented, and aligned with Cogir standards and applicable laws
Gather and assess information through interviews, document review, and fact finding
Prepare clear investigation summaries, findings, and recommendations as needed
Advise leaders on appropriate courses of action based on investigation outcomes and risk considerations
Support resolution of employee complaints in a consistent, fair, and practical manner
Identify trends, repeat issues, or systemic concerns and escalate or address proactively
Apply working knowledge of employment laws to day-to-day HR and employee relations guidance
Identify potential compliance risks and escalate appropriately; and partner closely with HR Compliance, HR leadership, and Legal, on compliance related matters as needed
Support leaders in understanding and applying policies, procedures, and legal requirements in practical ways
Independently draft and update assigned people management and employee relations policies and procedures to improve consistency, clarity, and operational effectiveness
Ensure policies and procedures are practical, operationally workable, and aligned with legal requirements
Independently develop and deliver assigned people management and ER related training for leaders, including performance management and employee relations best practices
Identify gaps in leader understanding and proactively independently create training, tools, or resources to improve effective application of HR processes
Track and analyze people management data within supported regions or communities
Identify recurring issues, root causes, or risk areas and elevate insights to HR and Operational leadership
Partner with ER and HR leadership to translate data into actionable recommendations for the business
Provide consultative guidance to leaders on leave of absence and reasonable accommodation matters, including complex or sensitive situations
Support the advancement and continuous improvement of LOA and reasonable accommodation processes, tools, and tracking mechanisms
Audit and track the LOA and RA programs to ensure community leave oversight and management, and resolve escalated LOA or accommodation matters that require judgment, coordination, or leader support
Ensure leaders understand expectations, roles, and escalation pathways related to LOA and reasonable accommodation matters