Human Resources Business Partner (HRBP) at National Health Foundation – Los Angeles, California

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership, aligning human capital strategies with business objectives. This role has a strong emphasis on Talent Acquisition, workforce planning, and hiring strategy, while also supporting core HR functions including employee relations, performance management, compliance, and organizational development.

The HRBP will collaborate closely with leaders to build high-performing teams, strengthen leadership capability, and ensure consistent application of HR policies and practices.

Key Responsibilities

Strategic HR Business Partnership

• Act as a trusted advisor to leadership on workforce planning, organizational design, employee relations, and performance management.
• Translate business goals into effective HR strategies that support growth, retention, and engagement.
• Coach leaders on people management, change management, and employee development.

Talent Acquisition & Workforce Planning (Primary Focus)

• Lead and execute full-cycle recruitment for exempt and non-exempt roles, including leadership positions.
• Partner with leaders to assess staffing needs, develop hiring strategies, and forecast workforce requirements.
• Drive recruitment initiatives to reduce time-to-fill, improve candidate quality, and enhance diversity and inclusion efforts.
• Develop and maintain strong talent pipelines through sourcing, networking, referrals, and community partnerships.
• Partner with hiring managers on interview best practices, candidate evaluation, and selection decisions.
• Ensure a positive candidate experience from requisition through onboarding.

Employee Relations & Performance Management

• Provide guidance and resolution on employee relations matters, including investigations, corrective actions, and performance improvement plans.
• Ensure consistent application of company policies, procedures, and employment laws.
• Support leaders through disciplinary actions, terminations, and documentation processes.

HR Operations & Compliance

• Ensure compliance with federal, state, and local employment laws and organizational policies.
• Partner with HR Centers of Excellence (Payroll, Benefits, HRIS) as applicable.
• Maintain accurate employee records and support audits as needed.

Culture, Engagement & Development

• Support engagement initiatives, retention strategies, and leadership development programs.
• Participate in onboarding, training, and succession planning efforts.
• Promote a culture of accountability, inclusion, and continuous improvement.