HR Business Partner

Pathways; United States; Hybrid; USD 80,000 - 85,000; Full time

Benefits offered by this job

Paid vacation days

Sick leave

Up to 10 paid holidays

Medical, dental, and vision insurance

401(k)

Employee Assistance Program (EAP)

Perks @ Clarvida – discounts on travel

Job summary

Clarvida is seeking an HR Business Partner to serve as the primary People and Culture partner for assigned markets, providing guidance on employee relations, workforce support, and leadership coaching. The role requires handling Tier 1 and Tier 2 matters, investigations, and policy interpretation, with travel to West Coast markets as needed.

Ideal candidates have California-specific ER knowledge, five+ years HR experience, and a background in healthcare or regulated operations.

Qualifications

• Bachelor's degree in human resources, business, organizational leadership, or a related field preferred; equivalent relevant experience considered.
• Five or more years of progressive HR experience, including employee relations, leader consultation, investigations or fact-finding, and multi-site or multi-state support preferred.
• Working knowledge of employment practices and the ability to recognize protected activity, discrimination, harassment, retaliation, safety, wage-and-hour, leave/accommodation, and other escalation risks.
• Demonstrated judgment, objectivity, influence, written communication, documentation discipline, and ability to manage competing priorities.
• HR certification and experience in healthcare, human services, regulated operations, or high-growth environments preferred.

Responsibilities

• Employee relations and case ownership: Own Tier 1 and Tier 2 matters, including attendance, performance, policy interpretation, routine conduct, workplace conflict, corrective action plans, and appropriate routine termination consultation.
• Plan and conduct proportionate fact-finding or routine investigations; interview relevant parties, assess information, document conclusions, and coordinate consistent action.
• Consult leader on Tier 2 matters and before material employment decisions under the approved authority matrix.
• Reassess risk when new facts emerge; stabilize, preserve, and transfer immediately when an ERS trigger is identified.
• After ERS accepts a case, provide market context and support implementation without conducting a parallel investigation or communicating findings independently.
• Business partnership: Build trusted relationships with assigned-market leaders and translate business needs into practical people strategies.
• Coach leaders on performance, accountability, retention, engagement, team health, organizational change, workforce planning, and consistent policy application.
• Identify workforce themes and partner across P&C to implement enterprise programs and market-specific responses.
• Recognize potential leave, disability, accommodation, workers' compensation, or benefits issues and refer them promptly to the designated specialist; do not independently own specialist determinations.
• Governance, records, and improvement: Maintain timely, objective, and complete case notes, supporting documents, actions, outcomes, and follow-up records in the approved system.
• Monitor open work, deadlines, aging, and commitments; raise capacity or service risks to Lead before service is affected.
• Participate in case calibration, policy and SOP reviews, cross-training, leader education, and cross-market initiatives.
• Identify recurring themes and share trend insights with Brittany and ERS while protecting confidentiality.

Skills

Judgment

Written communication

Documentation discipline

Influence

Stakeholder management

Policy interpretation

Education

Bachelor's degree in HR or related field

HR certification

Job description

Human Resources Business Partner

Location: Hybrid/Remote (must be able to travel periodically to supported markets on the West Coast, based on the needs of the business)

Employment Type

Full-time (Exempt)

Salary

$80,000 - $85,000, depending on location of residence

About The Role

The HR Business Partner is the primary People and Culture partner for assigned markets. The role combines leader consultation, workforce and organizational support, and direct ownership of routine-to-moderate employee relations matters from intake through closure. The HRBP uses market knowledge to resolve issues early, coaches leaders toward consistent people practices, maintains complete case records, and promptly transfers matters that meet ERS escalation criteria.

Preference will be given to candidates with strong knowledge of California-specific, employee relations/investigations. Also, there may be travel required on the West Coast based on the needs of the business.

Employee relations and case ownership: 50%

• Receive concerns, create the case record, perform an initial risk screen, and identify urgent safety, confidentiality, evidence-preservation, or reporting needs.
• Own Tier 1 and Tier 2 matters, including attendance, performance, policy interpretation, routine conduct, workplace conflict, corrective action plans, and appropriate routine termination consultation.
• Plan and conduct proportionate fact-finding or routine investigations; interview relevant parties, assess information, document conclusions, and coordinate consistent action.
• Consult leader on Tier 2 matters and before material employment decisions under the approved authority matrix.
• Reassess risk when new facts emerge. Stabilize, preserve, and transfer immediately when an ERS trigger is identified.
• After ERS accepts a case, provide market context and support implementation without conducting a parallel investigation or communicating findings independently.

Business partnership: 30%

• Build trusted relationships with assigned-market leaders and translate business needs into practical people strategies.
• Coach leaders on performance, accountability, retention, engagement, team health, organizational change, workforce planning, and consistent policy application.
• Identify workforce themes and partner across P&C to implement enterprise programs and market-specific responses.
• Recognize potential leave, disability, accommodation, workers' compensation, or benefits issues and refer them promptly to the designated specialist; do not independently own specialist determinations.

Governance, records, and improvement: 20%

• Maintain timely, objective, and complete case notes, supporting documents, actions, outcomes, and follow-up records in the approved system.
• Monitor open work, deadlines, aging, and commitments; raise capacity or service risks to Lead before service is affected.
• Participate in case calibration, policy and SOP reviews, cross-training, leader education, and cross-market initiatives.
• Identify recurring themes and share trend insights with Brittany and ERS while protecting confidentiality.

The percentages above are capacity-planning assumptions, not fixed productivity quotas. Lead may adjust them by portfolio, but an HRBP should not carry both a full strategic portfolio and a full ER caseload.

Decision authority and boundaries

• Tier 1 matters and fact-finding within policy and delegated authority
• Routine coaching, performance, attendance, conduct, CAP, and conflict-resolution guidance
• Case closure when facts, action, documentation, and followup are complete
• Market partnership and implementation support

Must consult or transfer

• Consult Lead on Tier 2 matters and material actions
• Transfer every matter meeting a mandatory ERS trigger
• Refer specialist determinations such as accommodation/leave eligibility to the designated owner
• Do not promise confidentiality, findings, discipline, or outcomes beyond delegated authority

Minimum Qualifications

• Bachelor's degree in human resources, business, organizational leadership, or a related field preferred; equivalent relevant experience considered.
• Five or more years of progressive HR experience, including employee relations, leader consultation, investigations or fact-finding, and multi-site or multi-state support preferred.
• Working knowledge of employment practices and the ability to recognize protected activity, discrimination, harassment, retaliation, safety, wage-and-hour, leave/accommodation, and other escalation risks.
• Demonstrated judgment, objectivity, influence, written communication, documentation discipline, and ability to manage competing priorities.
• HR certification and experience in healthcare, human services, regulated operations, or high-growth environments preferred.

Success measures

• Timely response, accurate risk tiering, appropriate consultation/transfer, and no preventable ownership gaps.
• Complete, objective documentation; sound recommendations; timely closure and follow-through.
• Leader confidence, improved capability, responsive market partnership, and visible workload management.
• Effective use of trend data to prevent repeat issues and strengthen the employee experience.

Working conditions and classification

This role may require regular virtual work, periodic travel, and timely response to urgent employee matters across assigned locations and time zones. Final FLSA classification, compensation alignment, essential-function language, travel expectations, and state-specific notices are subject to Compensation, Legal, and People and Culture review.

Preferred Qualifications

• HRBP strategic experience
• 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

• 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)

Work Location

Hybrid / Remote (based on business need; must be able to travel periodically to supported markets)

About Clarvida

Clarvida’s success is built on the strength of our people and a shared commitment to improving lives and communities. We empower employees to bring their full potential to their work while delivering outcome-driven, person-centered, trauma-informed, and recovery-focused behavioral health and human services across the United States.

Learn more: http://www.clarvida.com/mission-vision-and-values/

See other opportunities: https://www.clarvida.com/working-at-clarvida

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.