Human Resources Business Partner

🔷 Starting Salary:  $85,000 - $100,000 /year based on experience 🏫 Environment:  Special Education Programs, Grades K-12 📍 Remote-Based, California State Residency Required - (San Francisco Bay Area Preferred) 

ChanceLight Behavioral Health, Therapy, & Education, a rapidly growing organization with a social mission to offer hope, is seeking a dynamic Human Resources Business Partner to join our award-winning team and perform meaningful work in a culture that welcomes innovation, encourages creative expression, and offers limitless potential for personal and professional satisfaction!

If you're driven by organization, compliance, and fostering strong employee relations, thrive in a dynamic HR environment, and are passionate about supporting both employees and business leaders — We Should Talk! 📲

As the Human Resources Business Partner, you will provide HR partnership and employee relations support to assigned leaders and business areas. This role partners with managers and operational leaders on mid-level to more complex employee relations matters, manager coaching, performance management, investigations, policy application, employee relations trends, employee experience initiatives, and operational people needs.

The HR Business Partner serves as a consultative HR partner to assigned business areas, helping leaders address people-related issues, strengthen manager capability, apply HR policies consistently, and support employee experience. This position handles more complex employee relations matters than the Senior HR Generalist and escalates high-risk, legal, executive-level, enterprise-impact, or highly sensitive matters to the Senior HR Business Partner, VP, Employee Experience & Culture, CHRO, Legal, or other appropriate leadership.

‖ Responsibilities Include:

• Partnering with assigned leaders and business areas to provide practical HR guidance and employee relations support.
• Regular travel in order to maintain appropriate onsite presence and support for all CA education program locations.
• Handling mid-level to more complex employee relations matters involving manager coaching, performance management, conflict resolution, recurring issues, multi-step concerns, workplace investigations or higher operational impact.
• Coaching managers on performance concerns, corrective action, documentation, communication, accountability and employee relations best practices.
• Conducting or supporting workplace investigations, including planning, interviews, documentation, findings support and recommended next steps.
• Providing guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct.
• Identifying employee relations trends and operational people issues and recommending practical solutions to assigned leaders and HR leadership.
• Supporting employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas.
• Partnering with leaders on organizational changes, workforce transitions, new site support, restructuring support and other people-related operational needs.
• Collaborating with HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, HRIS, Compliance, Training, and Legal to support consistent and integrated HR solutions.
• Supporting implementation of HR initiatives, policy rollouts, manager training and employee communications.
• Monitoring HR metrics, employee relations trends, turnover themes and manager support needs for assigned areas.
• Escalating high-risk, legally sensitive, executive-level, enterprise-impact or complex matters requiring senior HR, Legal, CHRO or VP involvement.
• Performing other duties as assigned to support HR department and organizational objectives.
  

‖ Qualification Required:

• High school diploma or equivalent with passage of basic skills test.
• Bachelor’s degree or higher in human resources, business administration or a closely related field of study preferred. 
• Licensed currently or in the process of obtaining a SHRM-CP, PHR, SHRM-SCP, SPHR or other HR related certification preferred but not required.
• Hold currently or have the ability to obtain a valid CA state drivers license.
• Minimum of five to seven years of progressive HR