Human Resources Business Partner - California
Pathways, San Gabriel, CA, United States
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. The HRBP is aligned to California, one of the organization’s highest‑complexity markets, partnering closely with local leaders to strengthen manager capability, reduce preventable escalation, and reinforce consistent people practices in a highly regulated environment.
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.
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.
J-18808-Ljbffr
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. The HRBP is aligned to California, one of the organization’s highest‑complexity markets, partnering closely with local leaders to strengthen manager capability, reduce preventable escalation, and reinforce consistent people practices in a highly regulated environment.
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.
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.
J-18808-Ljbffr