Human Resources Business Partner - California
Clarvida Maine, San Gabriel, CA, United States
Human Resources Business Partner (HRBP) California
The Human Resources Business Partner (HRBP) serves as a strategic, proactive partner to Operations leaders across a multi-state behavioral healthcare and human services organization. This role strengthens manager effectiveness, retention outcomes, team health, and organizational execution by shifting the People function from reactive response to prevention and strategic enablement. This HRBP role is aligned to California, one of the organization's highest-complexity markets. The HRBP partners closely with local leaders to strengthen manager capability, reduce preventable escalation, and reinforce consistent people practices in a highly regulated environment. Success in this role requires strong judgment, executive presence, and comfort operating in a high-urgency environment with frequent leader coaching, on-site partnership, and cross-functional coordination across Employee Relations, LOA/ADA, HR Operations, and Legal. Responsibilities include partnering with assigned Operations leaders to understand business priorities and translate them into actionable people plans including staffing, capability, team health, and execution cadence; establishing a consistent partnership rhythm to anticipate people needs, reduce surprises, and improve execution; acting as a trusted advisor to leaders on organizational decisions including team structure, role clarity, spans and layers, and readiness for growth; maintaining a high-touch stakeholder cadence with California leaders (typically weekly), including on-site touchpoints as needed to build trust and accelerate execution; proactively identifying risk hotspots including turnover spikes, team conflict patterns, and early-tenure attrition, and driving rapid leader-owned action plans; coaching managers on leadership practices that reduce preventable escalation and turnover including expectations setting, feedback, documentation discipline, and accountability; partnering with Learning & Development to identify capability gaps and drive adoption of manager training programs while reinforcing standards through day-to-day coaching; supporting performance management by helping leaders set clear expectations and take timely action without owning performance cycle administration; using workforce patterns including turnover drivers, hotspots, supervisor capability gaps, and early-tenure attrition signals to diagnose root causes and drive practical interventions; partnering with HR Operations and People Analytics to interpret trends and convert insights into actionable leader behaviors; supporting retention initiatives such as stay interviews, team health actions, and onboarding readiness loops in partnership with designated owners; reinforcing consistent, compliant manager practices in a high-risk environment including documentation discipline and timely escalation to the appropriate expert owner; supporting complex change and stabilization efforts including staffing contingency planning, supervisor readiness actions, and culture and engagement interventions; coordinating with Employee Relations, LOA/ADA, HR Operations, Learning & Development, Talent Acquisition, and Legal/Compliance to ensure complex matters are handled consistently and efficiently; partnering with Employee Relations specialists on escalation prevention while Employee Relations leads investigations and determinations; partnering with LOA/ADA specialists to plan operational impacts and staffing contingencies while specialists manage compliance workflows and documentation; partnering with HR Operations and Shared Services to ensure policy questions and transactions follow standardized workflows and service level agreements, escalating exceptions as appropriate; supporting leaders through organizational change including restructures, policy rollouts, system implementations, and new processes with clear communication and stakeholder alignment; identifying recurring operational friction points and collaborating with HR Operations and Centers of Excellence to simplify workflows and improve service delivery. Required qualifications include a Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience); 5+ years of progressive HR experience including leader coaching and multi-stakeholder partnership; demonstrated ability to influence without authority and partner effectively with senior leaders; working knowledge of employment practices and risk awareness in a multi-state environment; strong communication, executive presence, problem-solving, and change leadership skills. Preferred qualifications include HR Business Partner experience in healthcare, behavioral health, human services, or other highly regulated multi-site environments; experience supporting leaders through organizational change, growth, or turnaround conditions; SHRM-CP, SHRM-SCP, PHR, SPHR, or related certification; demonstrated ability to use data and metrics to drive practical interventions and improved outcomes. Compensation & Benefits for full-time employees include paid vacation days (increase with tenure), separate sick leave that rolls over annually, up to 10 paid holidays (varies by region), medical, dental, and vision insurance options, 401(k), Employee Assistance Program (EAP), Perks @ Clarvida discounts on shopping, travel, Verizon, and entertainment, mileage reimbursement (if applicable), cellphone stipend (if applicable). All employees receive 401(k), Employee Assistance Program (EAP), Perks @ Clarvida discounts on shopping, travel, Verizon, and entertainment. Work location is hybrid/remote (must reside in California; regular in-office presence required based on business need). Employment type is full-time (exempt).
The Human Resources Business Partner (HRBP) serves as a strategic, proactive partner to Operations leaders across a multi-state behavioral healthcare and human services organization. This role strengthens manager effectiveness, retention outcomes, team health, and organizational execution by shifting the People function from reactive response to prevention and strategic enablement. This HRBP role is aligned to California, one of the organization's highest-complexity markets. The HRBP partners closely with local leaders to strengthen manager capability, reduce preventable escalation, and reinforce consistent people practices in a highly regulated environment. Success in this role requires strong judgment, executive presence, and comfort operating in a high-urgency environment with frequent leader coaching, on-site partnership, and cross-functional coordination across Employee Relations, LOA/ADA, HR Operations, and Legal. Responsibilities include partnering with assigned Operations leaders to understand business priorities and translate them into actionable people plans including staffing, capability, team health, and execution cadence; establishing a consistent partnership rhythm to anticipate people needs, reduce surprises, and improve execution; acting as a trusted advisor to leaders on organizational decisions including team structure, role clarity, spans and layers, and readiness for growth; maintaining a high-touch stakeholder cadence with California leaders (typically weekly), including on-site touchpoints as needed to build trust and accelerate execution; proactively identifying risk hotspots including turnover spikes, team conflict patterns, and early-tenure attrition, and driving rapid leader-owned action plans; coaching managers on leadership practices that reduce preventable escalation and turnover including expectations setting, feedback, documentation discipline, and accountability; partnering with Learning & Development to identify capability gaps and drive adoption of manager training programs while reinforcing standards through day-to-day coaching; supporting performance management by helping leaders set clear expectations and take timely action without owning performance cycle administration; using workforce patterns including turnover drivers, hotspots, supervisor capability gaps, and early-tenure attrition signals to diagnose root causes and drive practical interventions; partnering with HR Operations and People Analytics to interpret trends and convert insights into actionable leader behaviors; supporting retention initiatives such as stay interviews, team health actions, and onboarding readiness loops in partnership with designated owners; reinforcing consistent, compliant manager practices in a high-risk environment including documentation discipline and timely escalation to the appropriate expert owner; supporting complex change and stabilization efforts including staffing contingency planning, supervisor readiness actions, and culture and engagement interventions; coordinating with Employee Relations, LOA/ADA, HR Operations, Learning & Development, Talent Acquisition, and Legal/Compliance to ensure complex matters are handled consistently and efficiently; partnering with Employee Relations specialists on escalation prevention while Employee Relations leads investigations and determinations; partnering with LOA/ADA specialists to plan operational impacts and staffing contingencies while specialists manage compliance workflows and documentation; partnering with HR Operations and Shared Services to ensure policy questions and transactions follow standardized workflows and service level agreements, escalating exceptions as appropriate; supporting leaders through organizational change including restructures, policy rollouts, system implementations, and new processes with clear communication and stakeholder alignment; identifying recurring operational friction points and collaborating with HR Operations and Centers of Excellence to simplify workflows and improve service delivery. Required qualifications include a Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience); 5+ years of progressive HR experience including leader coaching and multi-stakeholder partnership; demonstrated ability to influence without authority and partner effectively with senior leaders; working knowledge of employment practices and risk awareness in a multi-state environment; strong communication, executive presence, problem-solving, and change leadership skills. Preferred qualifications include HR Business Partner experience in healthcare, behavioral health, human services, or other highly regulated multi-site environments; experience supporting leaders through organizational change, growth, or turnaround conditions; SHRM-CP, SHRM-SCP, PHR, SPHR, or related certification; demonstrated ability to use data and metrics to drive practical interventions and improved outcomes. Compensation & Benefits for full-time employees include paid vacation days (increase with tenure), separate sick leave that rolls over annually, up to 10 paid holidays (varies by region), medical, dental, and vision insurance options, 401(k), Employee Assistance Program (EAP), Perks @ Clarvida discounts on shopping, travel, Verizon, and entertainment, mileage reimbursement (if applicable), cellphone stipend (if applicable). All employees receive 401(k), Employee Assistance Program (EAP), Perks @ Clarvida discounts on shopping, travel, Verizon, and entertainment. Work location is hybrid/remote (must reside in California; regular in-office presence required based on business need). Employment type is full-time (exempt).