HR Business Partner

Position: Human Resources Business PartnerRate: $90,000 - $105,000Job Type: Full-timeSchedule: 8-hour shift, Monday - Friday

Across Redwood Family Care Network, our employees are sharing their passion to make a positive impact in the lives of others. We are looking to add talented and passionate individuals to join our Redwood Family and we invite you to explore and learn more about our career opportunities.

Benefits

Full-Time

Comprehensive benefits options, including medical, dental, vision, life, STD, LTD, hospital indemnity, critical illness, and accident insurance.

HSA, Health Care FSA and Dependent Care FSA

EAP (Employee assistance program)

Employee discount program

PTO (Paid time off)

Dayforce Wallet Daily Pay

Pre-Tax 401(k)

After-Tax Roth

Tuition discount through Capella University

Job Summary

The Human Resources Business Partner serves as the primary strategic HR partner to assigned regional operations leaders. This role connects business priorities with Human Resources strategies that strengthen leadership capability, improve employee engagement and retention, support workforce performance, and advance Redwood Family Care Network's Mission, Vision, and Values.

The HR Business Partner balances strong employee-relations judgment with a forward-looking focus on talent management, workforce planning, organizational effectiveness, and leadership development. The position works closely with centralized People Operations, Talent Acquisition, Learning and Development, Payroll, Benefits, Safety, and HR Technology partners to deliver consistent, practical, and scalable solutions across the employee lifecycle.

Skills & Knowledge

Business Acumen & Strategy: Strong business acumen and the ability to translate operational goals into practical people strategies.

Employee Relations & Legal Compliance: Advanced knowledge of employee relations, performance management, employment practices, and applicable federal, state, and local employment laws.

Leadership Coaching: Demonstrated ability to coach and influence leaders at multiple levels while building trust and maintaining appropriate confidentiality.

Talent Management & Organizational Design: Knowledge of talent assessment, succession planning, leadership development, employee engagement, retention, and organizational design practices.

Data & Analytics: Ability to use workforce data and trends to identify risk, diagnose root causes, and recommend action.

Communication & Change Management: Strong communication, facilitation, conflict-resolution, and change-management skills.

Multitasking & Operational Agility: Ability to manage competing priorities independently in a fast-paced, geographically dispersed, multi-site environment.

Technical Proficiency: Working knowledge of HR information systems and Google Workspace; Dayforce experience is preferred.

Essential Duties & Responsibilities

Strategic Advisory: Serve as the primary HR partner and strategic advisor to assigned Regional Operations Leaders and their leadership teams. Build a deep understanding of regional operations, staffing models, service delivery, financial drivers, workforce needs, and business priorities.

Employee Relations & Guidance: Provide timely coaching and guidance to leaders on employee relations, performance, attendance, conduct, conflict resolution, corrective action, and termination decisions.

Workplace Investigations: Conduct or support fair, thorough, and timely workplace investigations and recommend actions that are consistent with company policy, values, and legal requirements.

Leadership Development & Accountability: Partner with leaders to strengthen accountability, communication, decision-making, team effectiveness, and overall leadership capability.

Talent Assessment & Succession: Lead regional talent assessments and succession-planning discussions; identify high-potential employees, critical roles, talent gaps, and development priorities.

Hi-Potential Development Support: Support the Hi-Potential Development Programs and other leadership-development initiatives by identifying participants, reinforcing development plans, and tracking progress.

Performance Management: Guide leaders through performance-management processes, including goal setting, feedback, evaluations, development planning, and performance improvement.

Workforce Analytics: Analyze turnover, vacancies, overtime, employee-relations activity, engagement feedback, and other workforce indicators to identify trends and develop region-specific action plans.

Staffing & Organizational Design: Partner with Operations and Talent Acquisition on workforce planning, organizational design, staffing needs, recruiting priorities, internal movement, and retention strategies.

Organizational Change: Support organizational changes, position eliminations, integrations, and other workforce transitions with sound planning, communication, and risk assessment.

Employee Experience & Mission Alignment: Promote a positive employee experience by ensuring concerns are heard, issues are addressed, and leaders consistently model Redwood's Mission, Vision, and Values.

Cross-Functional Collaboration: Collaborate with People Operations and HR Centers of Excellence to ensure consistent execution of onboarding, leave administration, benefits, payroll, compliance, learning, safety, and HR technology processes.

Continuous Improvement: Identify opportunities to simplify and improve HR practices, workflows, and manager tools through automation, standardization, and continuous improvement.

Documentation & Compliance: Maintain accurate and timely documentation, case records, reports, and required follow-up while protecting confidential employee information. Monitor employment-law developments and regional compliance requirements and partner with HR leadership or legal counsel as appropriate.

Travel & Operations: Participate in regional and company leadership meetings and travel regularly to programs, homes, offices, and other operating locations in Arizona, Minnesota and occasional travel to the corporate office in California.

Other Duties: Perform other related duties as assigned.

Qualifications

Education: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent relevant experience may be considered.

Experience: Minimum of five years of progressive Human Resources experience, including significant responsibility for employee relations and direct partnership with operational leaders.

Industry Experience: Experience supporting a multi-site, geographically dispersed workforce is strongly preferred; healthcare, human services, or other highly regulated environments are a plus.

Key Competencies: Demonstrated experience in leadership coaching, performance management, talent reviews, succession planning, workforce planning, or organizational effectiveness programs.

Certifications: Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.

Licensing & Mobility: Valid driver's license, reliable transportation, and the ability to travel throughout the assigned region and occasionally outside the region as business needs require.