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United States
Remote only
The Associate HR Business Partner plays a critical role in supporting and advising leaders within our Care organization. Acting as a trusted partner, this role owns and enables strong performance management practices, supports requests for workplace accommodations, and helps leaders navigate complex people matters with sound judgment, empathy, and consistency.
This role partners closely with Supervisors and Managers across a large non-exempt population to build a high-performing, inclusive workplace. The ideal candidate is collaborative, comfortable with ambiguity and shifting priorities, and able to take strong ownership of performance-management and ADA work from initial leader consultation through resolution and follow-through.
Serve as a primary point of contact and trusted advisor for leaders within the Care organization, including coaching and partnering with Supervisors and Managers on people-related matters.
Own performance-management work for assigned leaders and teams, including ongoing coaching, documentation, corrective action, performance improvement plans, annual and related follow-through.
Advise leaders through complex performance, conduct, and policy matters, helping them assess risk, determine an appropriate path forward, and communicate clearly and consistently.
Strengthen leader capability by providing practical guidance, coaching, tools, and real-time feedback on effective performance management, difficult conversations, documentation, and expectation setting.
Manage expectations effectively with leaders and cross-functional partners by clarifying roles, timelines, risks, decisions, and next steps.
Analyze data and trends to identify opportunities, risks, and inconsistencies across teams, translating insights into recommendations and outcomes that strengthen organizational performance and talent decisions.
Develop and continuously improve performance management resources, processes, and communications, including manager resources, training, and templates to increase manager capability and enable best practices.
Provide employee-relations support, assisting employees and leaders in resolving workplace concerns while ensuring fair, consistent, and legally compliant practices.
Act as a subject matter expert on work-related issues, including performance management, workplace concerns, reasonable accommodations (ADA), wage and hour compliance, and involuntary terminations.
Build and maintain collaborative relationships with internal partners, including Talent Management, HR Operations, Compliance, Talent Acquisition, Learning & Development, and Legal.
Develop and implement proactive strategies, programs, and policies to enhance employee engagement, leader effectiveness, and organizational performance.
Navigate ambiguity and shifting needs with a solutions-oriented approach, using sound judgment to prioritize work and move matters forward without complete information.
2+ years of progressive experience in HR business partnering, employee relations, or performance management.
Experience working in high-volume, frontline, or contact center environments, including support for non-exempt employees.
Demonstrated ability to coach and advise leaders through performance management, including feedback, documentation, corrective action, and performance improvement plans.
Strong understanding of employment laws and HR best practices.
Proven ability to build trusted, collaborative relationships and influence leaders across levels and functions, providing clear, direct, and practical advice.
Strong problem-solving and communication skills, including the ability to manage expectations, translate complex issues into practical recommendations, and move work to resolution.
Strong judgment, attention to detail, and discretion when handling sensitive matters.
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
Experience in a healthcare organization.
The base salary range for this full-time position is $74,640 – $94,000 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C).
For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA) and Zone D (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA). Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.