HR Business Partner [209416]
Aquent, Newark, CA, United States
Overview
Aquent is partnering with a leading organization in the healthcare sector, dedicated to advancing patient care and organizational excellence through innovative people solutions. This organization is seeking a dynamic and strategic
HR Business Partner
to play a pivotal role in shaping its workforce and driving its mission forward. You will be instrumental in translating HR strategy into tangible, impactful plans that empower leaders, foster a thriving culture, and ensure the efficient delivery of critical HR services. Your expertise will directly contribute to the success of diverse teams, enhancing operational effectiveness and ultimately supporting the highest standards of care.
Responsibilities
Serve as a strategic HR partner to leadership, translating organizational HR strategy into actionable plans that meet local needs while aligning with broader programs.
Lead and influence critical HR functions including workforce planning, performance management, succession planning, and employee relations; provide expert coaching to leaders and proactively escalate risks.
Design and implement effective change management strategies for organizational initiatives, assessing their impact, adoption, and sustainability, and adjusting approaches as needed.
Ensure the efficient and high-quality delivery of HR solutions by collaborating with Centers of Excellence (COEs) and HR operations, gathering business feedback to drive continuous improvement.
Advise leaders on policy interpretation, regulatory compliance, staffing decisions, and workforce risk, ensuring consistent application while accommodating unique operational nuances.
Develop and monitor HR metrics and dashboards, providing data-driven insights to senior leadership and translating findings into actionable recommendations.
Manage or facilitate core HR processes such as onboarding, performance management, employee development, and retention initiatives, while promoting self-service tools for managers.
Influence and support organizational change by mapping its impact, communicating effectively with stakeholders, and sustaining desired outcomes.
Guide managers in workforce development and training needs assessments, overseeing the delivery of targeted development programs and capability-building efforts.
Direct managers and staff to appropriate HR resources and escalation paths, serving as a trusted advisor for complex or sensitive issues.
Ensure safety, privacy, and compliance policies are upheld, participating in audits and corrective action planning as required.
Participate in organization-wide HR projects and initiatives, contributing to a positive, inclusive workplace culture.
Must-Have Qualifications
Bachelor’s degree.
3-5 years of progressively responsible HR experience (Generalist, Manager, or Specialist) with demonstrated business-side partnership.
Deep experience in employee labor relations/investigations and leave management.
Proficiency with HR technology platforms such as Workday, MS Office Suite, and ServiceNow.
Strong HR Generalist background with experience across all facets of the employee lifecycle, including investigations and employee relations.
Ability to operate effectively in a complex, evolving environment and collaborate across the organization.
Excellent interpersonal and communication skills, strong judgment, and diplomacy.
Robust problem-solving, analytical, and data-driven decision-making capabilities.
Expertise in performance management, talent selection, retention, conflict resolution, and employee development.
Solid knowledge of employment law and applicable regulations; strong ethics, discretion, and confidentiality.
Strategic thinking with the ability to balance big-picture objectives with tactical execution.
Ability to multi-task, manage multiple projects, and influence without direct authority.
Proven ability to build partnerships with line managers, senior leaders, and HR colleagues; persuasive, credible, and collaborative communication style.
Outstanding written and verbal communication, listening, and presentation skills.
Nice-to-Have Qualifications
Experience supporting multiple units or cross-functional teams.
S/PHR (Professional in Human Resources) certification or other recognized HR credentials (e.g., SHRM-S/CP).
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Aquent is partnering with a leading organization in the healthcare sector, dedicated to advancing patient care and organizational excellence through innovative people solutions. This organization is seeking a dynamic and strategic
HR Business Partner
to play a pivotal role in shaping its workforce and driving its mission forward. You will be instrumental in translating HR strategy into tangible, impactful plans that empower leaders, foster a thriving culture, and ensure the efficient delivery of critical HR services. Your expertise will directly contribute to the success of diverse teams, enhancing operational effectiveness and ultimately supporting the highest standards of care.
Responsibilities
Serve as a strategic HR partner to leadership, translating organizational HR strategy into actionable plans that meet local needs while aligning with broader programs.
Lead and influence critical HR functions including workforce planning, performance management, succession planning, and employee relations; provide expert coaching to leaders and proactively escalate risks.
Design and implement effective change management strategies for organizational initiatives, assessing their impact, adoption, and sustainability, and adjusting approaches as needed.
Ensure the efficient and high-quality delivery of HR solutions by collaborating with Centers of Excellence (COEs) and HR operations, gathering business feedback to drive continuous improvement.
Advise leaders on policy interpretation, regulatory compliance, staffing decisions, and workforce risk, ensuring consistent application while accommodating unique operational nuances.
Develop and monitor HR metrics and dashboards, providing data-driven insights to senior leadership and translating findings into actionable recommendations.
Manage or facilitate core HR processes such as onboarding, performance management, employee development, and retention initiatives, while promoting self-service tools for managers.
Influence and support organizational change by mapping its impact, communicating effectively with stakeholders, and sustaining desired outcomes.
Guide managers in workforce development and training needs assessments, overseeing the delivery of targeted development programs and capability-building efforts.
Direct managers and staff to appropriate HR resources and escalation paths, serving as a trusted advisor for complex or sensitive issues.
Ensure safety, privacy, and compliance policies are upheld, participating in audits and corrective action planning as required.
Participate in organization-wide HR projects and initiatives, contributing to a positive, inclusive workplace culture.
Must-Have Qualifications
Bachelor’s degree.
3-5 years of progressively responsible HR experience (Generalist, Manager, or Specialist) with demonstrated business-side partnership.
Deep experience in employee labor relations/investigations and leave management.
Proficiency with HR technology platforms such as Workday, MS Office Suite, and ServiceNow.
Strong HR Generalist background with experience across all facets of the employee lifecycle, including investigations and employee relations.
Ability to operate effectively in a complex, evolving environment and collaborate across the organization.
Excellent interpersonal and communication skills, strong judgment, and diplomacy.
Robust problem-solving, analytical, and data-driven decision-making capabilities.
Expertise in performance management, talent selection, retention, conflict resolution, and employee development.
Solid knowledge of employment law and applicable regulations; strong ethics, discretion, and confidentiality.
Strategic thinking with the ability to balance big-picture objectives with tactical execution.
Ability to multi-task, manage multiple projects, and influence without direct authority.
Proven ability to build partnerships with line managers, senior leaders, and HR colleagues; persuasive, credible, and collaborative communication style.
Outstanding written and verbal communication, listening, and presentation skills.
Nice-to-Have Qualifications
Experience supporting multiple units or cross-functional teams.
S/PHR (Professional in Human Resources) certification or other recognized HR credentials (e.g., SHRM-S/CP).
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