Human Resources Business Partner: Employee & Labor Relations

Human Resources Business Partner:

Employee & Labor Relations •

TEMP ROLE

•

Temporary LOA Coverage Job Summary:

The Human Resources Business Partner (HRBP) - Employee & Labor Relations serves as an advisor and provides expert guidance on employee relations, labor relations, and workforce issues in a unionized, public-sector healthcare environment. The HRBP partners with operational leaders to address workplace concerns, administer collective bargaining agreements, support disciplinary processes, and ensure compliance with California employment laws and public sector requirements. This position plays a critical role in promoting a fair, consistent, and legally compliant workplace while aligning HR practices with patient care and organizational goals.

Education, Certifications/Licensure & Experience:

Required Qualifications:

Bachelor's degree in Human Resources, Business Administration, Public Administration, or related field 5+ years of experience in employee relations and/or labor relations Experience working in a hospital/unionized environment Working knowledge of California employment law and public-sector practices

Preferred Qualifications:

Experience in a Healthcare District, public hospital, or county health system

Required Skills and Abilities:

Strong understanding of employee and labor relations principles in a unionized environment Ability to interpret collective bargaining agreements and apply them in real-time situations Skilled in conducting impartial investigations and writing clear, defensible reports Strong interpersonal and conflict resolution skills Ability to influence and coach leaders while maintaining neutrality Excellent written communication, including drafting discipline and investigation summaries Essential Duties & Responsibilities Serve as the primary HR contact for all departments, building strong relationships with directors, managers, and supervisors Conduct objective workplace investigations and reviews related to discrimination, harassment, retaliation, policy violations, and Code of Conduct concerns Advise leaders on performance management, corrective action, and progressive discipline Draft disciplinary documentation, including written warnings, suspensions, and termination notices Apply public-sector due process requirements, including discipline review consistent with Skelly procedures Respond to and manage union grievances through all steps of the grievance process Partner with leadership in grievance meetings, investigatory meetings, and hearings Collaborate with HR leadership on labor-management committee meetings Day Shift Full Time - TEMP