Human Resources Business Partner

Description

Title: Human Resources Business Partner
Location: Remote, PST working hours required

Employment Type: Full-Time, W-2 Employee, Exempt

Schedule/Hours: 40 hours per week, Ideal working hours: Mon-Fri 9am-5pm PST
Salary Range: $85,000-95,000 per annum
Reports To: ARC Health VP of HR - West Region

Position Summary:

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to organizational leadership. This role leads key HR initiatives, fosters a high-performance culture, ensures legal and policy compliance, and supports employee lifecycle processes from onboarding through exit. The HRBP will play a hands-on role in guiding employee relations, managing talent development, driving HR operations, and supporting the overall strategic direction of the HR function.

Position Compensation & Benefits:

• Health & Welfare Benefits
• Retirement Eligibility w/ Employer Match
• Paid Time Off & Paid Holidays
• Other ancillary benefits!

Position Responsibilities:

Strategic HR Leadership:

• Attend interdepartmental meetings, collaborating with executive directors and leadership for support, needs assessment, and relationship maintenance.
• Collaborate with executive leadership and department heads to align HR strategies with business goals.

HR Operations and Documentation:

• Oversee all HR communications, reports, and documentation, ensuring timely and professional delivery.
• Maintain secure physical and digital personnel files in compliance with legal and organizational standards, including but not limited to: personnel documents, benefits information, and attendance records.

Employee Lifecycle & Performance Management:

• Develop, implement, and facilitate the onboarding process to ensure a smooth transition into the organization. Conduct frequent reviews of policies and procedures to ensure local and federal regulations are being met.
• Process HR documentation for new hires, terminations, promotions, and other employment changes.
• Initiate and manage the implementation of performance management processes, including goal-setting, performance reviews, and development plans.
• Support the development and implementation of employee engagement initiatives.
• Make recommendations to Executive Directors regarding salary scales, increases, and bonuses.
• Conduct exit interviews and manage associated procedures and reporting.

Training & Development

• Coordinate and facilitate training programs across the organization, including HR policies and procedures, harassment prevention and compliance training.
• Collaborate with leaders to assess development needs and design tailored learning initiatives.
• Support employee engagement and growth through structured development opportunities.

Policy, Compliance & Legal Oversight

• Monitor and interpret changes in local, state, and federal employment laws and recommend policy updates accordingly.
• Conduct frequent reviews of policies and procedures to ensure regulatory compliance.
• Support and coordinate HR audits and ensure appropriate documentation and practices.

Employee Relations

• Lead employee relations efforts, including investigations, disciplinary actions, and conflict resolution.
• Address grievances, mediate concerns, and support a fair and consistent approach to employee issues.
• Foster a positive, inclusive workplace culture through transparent communication and engagement.
• Provide guidance and support to managers and employees on performance-related matters.

Benefits & Leave Management

• Administer employee benefits including health insurance, retirement plans, paid time off (PTO), and other related benefits.
• Assist employees with benefits-related inquiries and support open enrollment processes.

Payroll Management

• Manage and implement payroll processes to ensure accurate and timely compensation for all employees.
• Participates in the end-to-end payroll cycle, including verifying timekeeping, deductions, benefits integration, and compliance with federal, state, and local tax regulations.
• Collaborate with Payroll, HR, Finance, and external vendors to resolve discrepancies, ensure data integrity, and maintain confidentiality.
• Continuously evaluate payroll processes and procedures for efficiency, accuracy, and adherence to organizational policies.

Other duties as assigned.

Requirements

• Bachelor’