Senior People Partner

Tia•Los Angeles, CA

52d•Hybrid

About The Position

As a Senior People Partner, you will play a strategic role in shaping and implementing people programs that positively impact the employee experience and drive business outcomes. Partnering closely with leaders at all levels, you will provide guidance on organizational design, talent strategy, performance management, and employee engagement. You will act as a thought leader and trusted advisor, ensuring people programs align with business needs while fostering a culture of inclusivity, growth, and operational excellence. In this role, you will have a direct impact on how Tia succeeds in the next phase of growth. You will provide inputs to the design of People practices, policies and processes and then work with Market and Clinical leadership to operationalize them within the organization. You will act as coach and consultant to provide options and a range of solutions to day to day people challenges and emerging issues. You will investigate employee relations situations and resolve conflicts through dispute resolution processes. You will partner with business leaders and People team colleagues to create change and communication strategies, including drafting communications. Most importantly, you bring empathy and warmth to every interaction ensuring that prospective and existing employees feel welcomed, appreciated and supported during their time at Tia.

Requirements

Ability to support a scaling organization (experience taking a Company through multiple stages of growth preferred)
Ability to build positive, trusting relationships with staff at all levels
Extremely strong prioritization skills
Excellent time management skills
Problem perception + escalation
Highly organized
Process & systems-oriented thinking
Ability to "keep the design in mind" when operating
Detail oriented
Ability to hold people accountable
You use data insights with business partners to make recommendations and inform decisions
Project management and stakeholder engagement
Track record of cross functional relationship building
Proven track record in management and navigation of complex employee issues
Background in creation and execution of HR strategies, talent planning, employee relations
Experience leading or strong participation in a major change or transformation project
Strong project management skills with multi-tasking abilities
Excellent written and verbal communication skills
Bachelor's (or equivalent) with 5-7 years of experience as an HR business partner (Healthcare &/or experience with a distributed and hourly workforce required)

Responsibilities

Strategic Business Partnership - Serve as a strategic advisor to clinical leaders, helping them align people strategy with business objectives
Lead best practices for Talent & Performance management
Assists in deploying Talent management frameworks and processes for people managers to manage against
Provide ongoing coaching and training to people managers to help them lead effectively and develop high-performing teams
Coach managers on delivering feedback and conducting development conversations
Leads talent planning and performance cycles for client group and manages key stakeholders to these timelines
Cultivate the Tia working environment and culture to be one that is inclusive, supportive and aligned with Tia's values.
Acts as a coach and consultant to provide options and a range of solutions to day to day people challenges and emerging issues
Leads employee relations investigations, helping leaders to resolve workplace conflicts
Leads and supports change initiatives ensuring alignment with business priorities.
Champion engagement initiatives to improve morale and retention. Use data to identify trends, provide insights and propose solutions to impact retention goals.
Works alongside the Sr. Director, Talent Management & People Operations to research, refine, and stand up HR-related policies, processes, and procedures
Lead on the ground compliance efforts to ensure that Tia remains in compliance with government policies and programs for a distributed team
Work with the Sr. Director, Talent Management to define critical HR policies, determine cross-functional input required to operationalize these policies, lead creation of associated processes and identify downstream impacts
Thoughtfully assist in planning the implementation of these policies in relation to the company scaling in size
Ensures all employees and Managers are properly trained on policies and that documentation is accessible + updated when required
Organizational Design - Support leaders in structuring teams for scalability, efficiency, role design, and succession planning.