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Job Snapshot Location: Remote – California (California-Based Required) Employment Type: Full-Time Compensation: $75,000-$78,000 Classification: Exempt Schedule: Full-Time (Flexible based on business needs) Work Environment: Remote with Occasional Travel Reports To: Manager of Human Resources About Pacific Health Group At Pacific Health Group, we care deeply about the people and communities we serve. We meet individuals with kindness, respect, and understanding—listening first, honoring each person’s journey, and offering support without judgment. Through compassionate, person-centered healthcare, behavioral health services, and social supports, we walk alongside people as they work toward healing, stability, and a healthier, more hopeful life. Our Core Values Speak with integrity—clear, respectful, and honest in every interaction. Embrace innovation, trying new ideas, learning fast, and improving care. Own our roles, staying accountable for outcomes and documenting accurately. Build genuine connections with members, families, and teammates through empathy and cultural sensitivity. Lead with trust by being consistent, transparent, and following through. Celebrate wins together, recognizing individual and team achievements. Collaborate with purpose, partnering across departments and with community providers to solve problems. Ask for support and offer support, because thriving together is how we serve our members best Role Overview & Impact The Human Resources Business Partner (HRBP) position serves as a strategic consultant to departmental and executive leadership, aligning human capital strategies with business objectives and operational goals. This role transitions from day-to-day generalist administration to driving workforce planning, organizational design, leadership coaching, and retention strategies across assigned business units. The HRBP bridges business operations and compassionate workforce management, ensuring company culture, talent capability, and organizational health directly drive Pacific Health Group's mission. Key Responsibilities Core Responsibilities Advanced Employee Relations & High-Risk Investigations Serve as the senior escalation point for complex, high-risk, or legally sensitive workplace investigations (e.g., harassment, discrimination, executive-level misconduct). Interview key parties, review complex documentation, analyze legal risks, and prepare comprehensive investigation reports with concrete remedies. Advise department leaders on high-risk corrective actions, sensitive performance management, and involuntary terminations. Track complex employee relations patterns within assigned departments to implement targeted preventative training and intervention strategies. Dedicated Business Unit Support & Manager Coaching Act as the primary HR point of contact for directors and managers within assigned operational departments. Provide direct coaching to department leaders on effective communication, conflict management, team culture, and employee accountability. Translate department-specific workforce data (turnover, exit data, leave trends) into practical retention and engagement plans. Support department heads with headcount planning, organizational structural updates, and succession risk identification. Complex Leave, Accommodations & Compliance Governance Provide expert-level guidance on highly complex accommodation requests, interactive process deadlocks, and overlapping leave scenarios (CFRA/FMLA/PDL/ADA). Evaluate undue hardship concerns and legal risks associated with accommodations, escalating recommendations to the HR Manager. Ensure organizational adherence to complex California labor laws, wage and hour rules, and healthcare regulatory standards. Draft, modernize, and audit high-level HR policies, procedures, standard operating practices, and compliance documentation. Enterprise HR Projects & Change Execution Lead criti