Sr. Human Resources Business Partner

Cogir Management, USA•Sacramento, CA

1d•$90,000 - $110,000•Remote

About The Position

THE COMPANY Cogir Senior Living, based in Scottsdale, Arizona, proudly oversees a network of senior living communities spanning 11 states nationwide. As a trusted leader in senior housing, we are dedicated to growth while maintaining our commitment to exceptional care for our residents and a supportive, growth-focused environment for our team members. At Cogir, our culture is rooted in the core values of human focus, creativity, and excellence, which inspire us to continuously improve and achieve excellence in all we do. Join us in our mission to enrich the lives of our residents while building a meaningful and fulfilling career! WHAT WE OFFER Health, Dental, Vision, and Life Insurance. 401K with company match. Paid Vacation, Holidays, and Sick Leave. Employee Assistance Program. Generous Employee Referral Program and more. POSITION SUMMARY The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic, hands-on partner to Operations leadership, providing comprehensive HR support throughout 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

Education: A Bachelor’s degree or equivalent practical experience.
Experience, Competencies, and Skills: At least seven (7) or more years of progressive human resources experience, including HR business partner and employee relations responsibilities, is required.
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.
Must reside in California.
Must be available to travel (25%–50% of the time), including multi-day trips and occasional travel with 24 hours’ notice.

Nice To Haves

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

Responsibilities

Strategic HR Business Partner Support 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.
Performance and Talent Management 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 consistently applying Cogir policies and practices.
Reinforce accountability while maintaining a respectful, human-focused approach.
Partner with leaders to develop improvement plans and support sustained performance outcomes.
Employee Relations and Workplace Investigations 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.
Compliance and Risk Management 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.
Process Improvement, Policy, and Training Support 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 the effective application of HR processes.
Data, Reporting, and Trend Analysis 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.
Leave of Absence and Reasonable Accommodation Advancement and Tracking 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.