DEPARTMENT(S):  Human Resources REPORTS TO:  Director of Human Resources FLSA STATUS:  Non-Exempt SALARY GRADE:  M -  $85,000 - $121,000 

Under general supervision, provides varied and complex human resource consultation on Human Resources and organizational issues through the implementation of strategic initiatives and processes in the area of Employee Relations (ER).  The Human Resources Business Partner (HRBP) will serve as a key contributor and liaison on employee relations matters including: administrative investigations, disciplinary actions, recommendations for training, relationship/ team building, Human Resources (HR) process improvement initiatives, HR policy review and development, and administration of the performance evaluation and performance improvement processes. The position will work with internal customers to develop tailored solutions and will implement key HR initiatives agency-wide to meet business needs requiring a high degree of professional, organizational, interpersonal knowledge, skill, and sensitivity. The incumbent will work independently, may lead and train staff, and exercise confidentiality, discretion and judgment within the Human Resources department and with CalOptima stakeholders. 

POSITION RESPONSIBILITIES:

• Responsible for employee relations matters including conducting administrative investigations, writing investigative reports, triaging complaints, disciplinary process, terminations, performance management, allegations of discrimination, harassment, retaliation, workplace violence, and other policy violations.
• Assesses and refines current Human Resource Handbook, policies and practices to align with best practices and addresses existing laws and regulations. Implements, interprets, communicates and maintains HR policies, procedures, and ER process improvements.
• Analyzes ER trends, proposes integrated solutions and proactively conveys to the Director of HR.
• Drafts well written and comprehensive Investigative Reports that contain factual and objective support for any conclusions and provides accurate and timely briefings regarding the results of the pending and completed investigations, inquires, or other personnel matters.
• Counsels and assists department management with determining the need for and appropriate implementation of corrective actions, handling complex interpersonal employee issues, and large-scale organizational maters consistent with applicable law and policy. Documents administrative actions.
• Recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee engagement.
• Counsels employee’s seeking ER advice and when appropriate refers to EAP (Employee Assistance Program).
• Develops and maintains partnerships with department leadership by communicating and interpreting ER policies and practices and supporting management decision-making processes in related matters.
• Manages off-boarding, including: Reduction in Force, coordination and facilitation of exit interviews, access removal, company equipment/property retrieval, Compliance Termination Report, Termination Action Forms and exit surveys.
• Creates and maintains Employee Relations data. Maintains terminated employee personnel files and Employee Relations files according to file retention policy. 
• Manages unemployment (UI) claim process, responds to claims, and participates in UI hearings.
• Partners with internal and external legal on DFEH, EEOC, DOL, and related external complaints and participates in court hearings.
• Administration of the Performance Management process; objective setting, coaching conversations, documentation, 90-day reviews, annual performance appraisals, performance evaluation rebuttals, and implementation of performance improvement processes.
• Assist with department re-organizations including analysis of current structure, review distribution of functions and span of control, develop a reorganization proposal, and determine resources to facilitate.
• Partners with Training Unit to present HR content at New Employee Orientation, Boot Camp, and other related workshops and learning events.
• Acts as lead for specified HR projects and supports HR Director.
• Other HR related duties as assigned.

KNOWLEDGE & ABILITIES:  

• Provide support to leadership and co-workers in the area(s) of responsibility.
• Maintain and manage a high degree of confidentiality and sensitivity.
• Facilitate difficult conversations with empathy, objectivity, understanding and tact.
• Identify issues and problems, develop solutions and prepare recommendations.
• Demonstration strong organizational and time management skills.
• Work under the pressure of competing priorities, strict deadlines within a fast-paced environment.
• Establish and foster positive working relationships with individuals and groups at all levels in the organization; handle conflict constructively and develop a consensus.
• Facilitate presentations, though public speaking, engage audience and articulate complex ideas in an easily understood manner.
• Conduct evaluation and analysis of complex issues and develop written findings, conclusion, or recommendations.
• Utilize and access computer and appropriate software (e.g. Microsoft Office; Work, Excel, Power Point) and job-specific applications/systems (e.g. DayForce) to produce correspondence, charts, spreadsheets and/or other information applicable to the position assignment.
• Write investigative reports, memorandums, written warnings, performance improvement plans, letters, instruction manuals, how-to guides, and presentations.

EXPERIENCE & EDUCATION:

• Bachelor's degree from an accredited college or university in public administration, business administration, human resources management, other closely related field, or an equivalent combination of work experience and education is required.
• Six (6) years of increasaingly responsible human resources experience, 4 years of which must have been in employee relations.
• Public sector human resources experience is preferred.
• HR Certification is desirable, i.e. SPHR, SHRM-SCP, CLRM.

KNOWLEDGE OF:

• Employment laws, statutes, and regulations; dispute resolution; principles of employee corrective action.
• Human Resources policies, regulations, principles, best practices specifically in employee relations.
• Methods and techniques for organizing and implementing programs or projects.
• Conducting administrative investigations into complaints of harassment, discrimination, and retaliation.
• Process improvement methodologies.

EEO Statement: CalOptima is an equal employment opportunity employer and makes all employment decisions on the basis of merit. CalOptima wants to have qualified employees in every job position. CalOptima prohibits unlawful discrimination against any employee, or applicant for employment, based on race, religion/religious creed, color, national origin, ancestry, mental or physical disability, medical condition, genetic information, marital status, sex, sex stereotype, gender, gender identity, gender expression, transitioning status, age, sexual orientation, immigration status, military status as a disabled veteran, or veteran of the Vietnam era, or any other consideration made unlawful by federal, state, or local laws. CalOptima also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has, or is perceived as having, any of those characteristics.

_ _

ADA/Accommodation Statement:  If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability.  You can request reasonable accommodations with 72-hour notice by contacting Human Resources Disability Management at 657-900-1134.

Required Skills Required Experience