Human Resources Business Partner - California
Pathways, Anaheim, CA, United States
Description
Human Resources Business Partner (HRBP) – California
Location: Hybrid / Remote (must reside in California; regular in-office presence required based on business need)
Employment Type: Full-time (Exempt)
Salary: $85,000 - $92,000
Date Posted: 03-24-2026
About The Role 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
Partner with assigned Operations leaders to understand business priorities and translate them into actionable people plans including staffing, capability, team health, and execution cadence
Establish a consistent partnership rhythm to anticipate people needs, reduce surprises, and improve execution
Act as a trusted advisor to leaders on organizational decisions including team structure, role clarity, spans and layers, and readiness for growth
Maintain a high-touch stakeholder cadence with California leaders (typically weekly), including on-site touchpoints as needed to build trust and accelerate execution
Proactively identify risk hotspots including turnover spikes, team conflict patterns, and early‑tenure attrition, and drive rapid leader‑owned action plans
Coach managers on leadership practices that reduce preventable escalation and turnover including expectations setting, feedback, documentation discipline, and accountability
Partner with Learning & Development to identify capability gaps and drive adoption of manager training programs while reinforcing standards through day-to-day coaching
Support performance management by helping leaders set clear expectations and take timely action without owning performance cycle administration
Use workforce patterns including turnover drivers, hotspots, supervisor capability gaps, and early‑tenure attrition signals to diagnose root causes and drive practical interventions
Partner with HR Operations and People Analytics to interpret trends and convert insights into actionable leader behaviors
Support retention initiatives such as stay interviews, team health actions, and onboarding readiness loops in partnership with designated owners
Reinforce consistent, compliant manager practices in a high‑risk environment including documentation discipline and timely escalation to the appropriate expert owner
Support complex change and stabilization efforts including staffing contingency planning, supervisor readiness actions, and culture and engagement interventions
Coordinate with Employee Relations, LOA/ADA, HR Operations, Learning & Development, Talent Acquisition, and Legal/Compliance to ensure complex matters are handled consistently and efficiently
Partner with Employee Relations specialists on escalation prevention while Employee Relations leads investigations and determinations
Partner with LOA/ADA specialists to plan operational impacts and staffing contingencies while specialists manage compliance workflows and documentation
Partner with HR Operations and Shared Services to ensure policy questions and transactions follow standardized workflows and service level agreements, escalating exceptions as appropriate
Support leaders through organizational change including restructures, policy rollouts, system implementations, and new processes with clear communication and stakeholder alignment
Identify recurring operational friction points and collaborate with HR Operations and Centers of Excellence to simplify workflows and improve service delivery
Required Qualifications
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
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 Full‑time Employees:
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:
401(k)
Employee Assistance Program (EAP)
Perks @ Clarvida – discounts on shopping, travel, Verizon, and entertainment
How to Apply If you are a strategic HR professional passionate about building stronger leaders, improving retention, and enabling operational excellence, click “Apply Now” to join Clarvida as a Human Resources Business Partner (HRBP) – California.
About Clarvida Clarvida’s success is built on the strength of our people and a shared commitment to improving lives and communities. We empower employees to bring their full potential to their work while delivering outcome‑driven, person‑centered, trauma‑informed, and recovery‑focused behavioral health and human services across the United States.
Learn more:
http://www.clarvida.com/mission-vision-and-values/
See other opportunities:
https://www.clarvida.com/working-at-clarvida
Equal Opportunity Employer Clarvida is an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic.
Fraud Alert Clarvida never charges fees to apply. Official communication regarding job opportunities will only come from authorized @clarvida.com email addresses, notifications@jobvite.com, or verified LinkedIn profiles associated with Clarvida email accounts.
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Location: Hybrid / Remote (must reside in California; regular in-office presence required based on business need)
Employment Type: Full-time (Exempt)
Salary: $85,000 - $92,000
Date Posted: 03-24-2026
About The Role 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
Partner with assigned Operations leaders to understand business priorities and translate them into actionable people plans including staffing, capability, team health, and execution cadence
Establish a consistent partnership rhythm to anticipate people needs, reduce surprises, and improve execution
Act as a trusted advisor to leaders on organizational decisions including team structure, role clarity, spans and layers, and readiness for growth
Maintain a high-touch stakeholder cadence with California leaders (typically weekly), including on-site touchpoints as needed to build trust and accelerate execution
Proactively identify risk hotspots including turnover spikes, team conflict patterns, and early‑tenure attrition, and drive rapid leader‑owned action plans
Coach managers on leadership practices that reduce preventable escalation and turnover including expectations setting, feedback, documentation discipline, and accountability
Partner with Learning & Development to identify capability gaps and drive adoption of manager training programs while reinforcing standards through day-to-day coaching
Support performance management by helping leaders set clear expectations and take timely action without owning performance cycle administration
Use workforce patterns including turnover drivers, hotspots, supervisor capability gaps, and early‑tenure attrition signals to diagnose root causes and drive practical interventions
Partner with HR Operations and People Analytics to interpret trends and convert insights into actionable leader behaviors
Support retention initiatives such as stay interviews, team health actions, and onboarding readiness loops in partnership with designated owners
Reinforce consistent, compliant manager practices in a high‑risk environment including documentation discipline and timely escalation to the appropriate expert owner
Support complex change and stabilization efforts including staffing contingency planning, supervisor readiness actions, and culture and engagement interventions
Coordinate with Employee Relations, LOA/ADA, HR Operations, Learning & Development, Talent Acquisition, and Legal/Compliance to ensure complex matters are handled consistently and efficiently
Partner with Employee Relations specialists on escalation prevention while Employee Relations leads investigations and determinations
Partner with LOA/ADA specialists to plan operational impacts and staffing contingencies while specialists manage compliance workflows and documentation
Partner with HR Operations and Shared Services to ensure policy questions and transactions follow standardized workflows and service level agreements, escalating exceptions as appropriate
Support leaders through organizational change including restructures, policy rollouts, system implementations, and new processes with clear communication and stakeholder alignment
Identify recurring operational friction points and collaborate with HR Operations and Centers of Excellence to simplify workflows and improve service delivery
Required Qualifications
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
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 Full‑time Employees:
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:
401(k)
Employee Assistance Program (EAP)
Perks @ Clarvida – discounts on shopping, travel, Verizon, and entertainment
How to Apply If you are a strategic HR professional passionate about building stronger leaders, improving retention, and enabling operational excellence, click “Apply Now” to join Clarvida as a Human Resources Business Partner (HRBP) – California.
About Clarvida Clarvida’s success is built on the strength of our people and a shared commitment to improving lives and communities. We empower employees to bring their full potential to their work while delivering outcome‑driven, person‑centered, trauma‑informed, and recovery‑focused behavioral health and human services across the United States.
Learn more:
http://www.clarvida.com/mission-vision-and-values/
See other opportunities:
https://www.clarvida.com/working-at-clarvida
Equal Opportunity Employer Clarvida is an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic.
Fraud Alert Clarvida never charges fees to apply. Official communication regarding job opportunities will only come from authorized @clarvida.com email addresses, notifications@jobvite.com, or verified LinkedIn profiles associated with Clarvida email accounts.
#J-18808-Ljbffr