Employee Relations & HR Business Partner

• Serve as a primary Human Resources resource for managers regarding employee relations matters across multiple locations.
• Counsel managers regarding attendance, conduct, workplace behavior, policy violations and performance concerns.
• Review employee complaints, assess risk and determine appropriate next steps.
• Provide consistent, practical and well-documented guidance while maintaining appropriate confidentiality.
• Identify potential discrimination, harassment, retaliation, wage-and-hour, leave, accommodation or other employment-law concerns and escalate as appropriate.
• Partner with operational leadership to resolve employee relations matters while maintaining consistent application of Company policies.

• Coach managers regarding performance deficiencies and appropriate performance-management strategies.
• Draft, review and revise verbal warnings, written warnings, final warnings and performance improvement plans.
• Ensure corrective action documentation is fact-based, consistent and appropriately supported.
• Evaluate whether proposed corrective action raises concerns involving protected leave, disability accommodation, workers' compensation, protected complaints or other legally protected activity.
• Identify recurring performance or conduct patterns and recommend appropriate intervention.
• Participate in corrective-action and termination meetings when appropriate.

• Independently conduct timely, objective and well-documented workplace investigations.
• Develop investigation plans and identify relevant witnesses, records and documentation.
• Interview complainants, respondents, managers and witnesses as appropriate.
• Evaluate evidence and credibility and prepare organized investigation summaries, findings and recommendations.
• Investigate allegations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflicts, timekeeping concerns and other employee complaints.
• Escalate highly sensitive, executive-level or legally significant investigations to the Vice President of Human Resources.

• Provide day-to-day HR guidance to site managers, assistant managers, regional managers and other operational leaders.
• Help managers distinguish performance, conduct and attendance matters from issues that may involve protected leave or accommodation.
• Coach managers regarding effective documentation and difficult employee conversations.
• Reinforce consistent application of Company policies and expectations.
• Identify recurring management issues that may require additional training, communication or intervention.

• Review proposed involuntary terminations and supporting documentation before action is taken.
• Identify potential employee-relations, leave, retaliation or other legal risks associated with proposed terminations.
• Coordinate with Payroll & Benefits regarding final-pay and separation requirements as appropriate.
• Conduct or participate in separation meetings when requested.
• Assist with post-employment inquiries, unemployment matters and other separation-related documentation.

• Interpret Company policies and provide guidance regarding consistent application.
• Monitor developments affecting California employee relations practices and escalate needed updates.
• Assist with review and revision of HR policies, forms, procedures and manager guidance.
• Support compliance with applicable federal, state and local employment requirements.
• Assist the Vice President of Human Resources with employment-law, audit and compliance projects.

• Partner with Talent Acquisition, Payroll & Benefits, Leave & Compliance and Operations while maintaining clear functional ownership.
• Coordinate with the Leave & HR Compliance Specialist when attendance or performance issues may involve protected leave or accommodation.
• Support unemployment claims, hearings, personnel-file reviews and government-agency responses as requested.
• Maintain accurate, timely and confidential employee relations records and case documentation.

The Employee Relations & HR Business Partner is expected to exercise independent judgment within the scope of the role. The following matters remain subject to review or approval by the Vice President of Human Resources, as appropriate:

This position does not supervise or direct the work of the Payroll & Benefits Manager, Talent Acquisition staff, or other HR employees unless specifically assigned responsibility for a discrete project by the Vice President of Human Resources.

Posting Salary Range: $95,000-$102,000 annually.

Actual starting compensation within the posted range will be determined based on directly relevant experience, demonstrated California employee-relations expertise, healthcare or multi-site experience, education, certifications and other job-related qualifications. The posted range reflects the Company's good-faith estimate of the compensation it expects to pay for this position at the time of hire.

ON-SITE REQUIREMENT: This position is required to work in the West Los Angeles corporate office five days per week. Regular hybrid and remote work are not available for this role