Job Description

At NorthBay Health, the HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Serves as a strategic advisor and partner to operational leaders, aligning human resources practices with organizational business objectives, policy and reducing risk to the organization as well as becomes a trusted leader for staff through presence and building trust. This role provides consultative support to leaders and staff alike as an expert in influence, coaching, mentoring and building strong relationships. The HRBP drives initiatives that enhance employee engagement, ensure compliance, and support a high-performing, patient-centered culture while supporting business operations. Supported services may cover assigned operations area/s, including but not limited to talent acquisition, employee relations, leave of absence, accommodation, compensation, benefits, and learning and leadership services. Participates as assigned on organizational committees and projects or project teams. Rounds regularly on assigned areas of the organization, building relationships with leaders and employees. Trains, minimum of one, assigned human resources topics. Leads or supports human resources initiatives as assigned.

PRIMARY JOB DUTIES

Strategic Partnership

• Partner with operation’s leaders to develop and implement HR strategies aligned with strategic business objectives.
• Consults with management and provide guidance on human resources matters.
• Analyze workforce metrics (turnover, engagement, productivity) and recommend data-driven solutions and makes recommendation for policies.
• Meets with leaders in area regularly and participates in operation meetings as requested.
• Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people.
• This role leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives.
• Has a real presence and familiarity with employees in all operation area assigned.

Employee & Labor Relations

• Ensure consistent application of policies, procedures, and labor laws.
• Promote a positive work environment and drive employee engagement initiatives.
• Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues.
• Coaches leaders to reduce risk to the organization, assists in resolving workplace issues.
• Supports PIP, corrective action, termination and RIF processes.
• Manages accommodation, and fitness for duty processes.
• Collaboratively works with the Manager of Labor Relations, interprets collective bargaining agreements and supports labor relations activities, including grievance.
• Partners with Employee Relations leaders and counsel as required to reduce risk.

Talent Management & Development

• Supports day to day performance management processes, including more often check-ins with staff, goal setting, evaluations, career development and coaching.
• Partners with leadership on succession planning and growing staff for engagement and leadership development initiatives.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Identifies training needs for business units and individual executive coaching needs. Coordinates as appropriate with learning leaders to development programs.
• HRBPs are also responsible for coaching leaders to enhance their people-leadership capabilities. In addition, our HRBPs ensure the quality of HR service delivery through effective collaboration with our HR operational services.
• Trains at least one HR topic for the organization.

Compliance & Policy Management

• Stays abreast and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO).
• Provides HR policy guidance and interpretation.
• Interpret and apply HR policies and procedures consistently across departments.
• Support audits and regulatory requirements, particularly in healthcare environments if applicable.

Change Management & Organizational Development

• Supports change initiatives, including restructuring, mergers, or process improvements.
• A key requirement of this role is the ability to use analytical tools to inform business decisions.
• Facilitates employee engagement strategies and culture-building efforts.
• Coaches leaders/staff on change management best practices.

HR Operations Support

• Maintain accurate documentation and HR data integrity.
• Collaborates with HR Centers of Excellence (e.g., Total Rewards, Learning).
• May back recruitment efforts for key roles as requested.
• Advises managers and employees on employee relations, talent acquisition, compensation, accommodation, leave-related, learning and benefits topics. .
• Well versed in all HR reference documents, e.g. Employee Handbook, HR Resource Manual, HR Policies.
• Models System values and norms, demonstrates alignment with regulatory and strategic directives. Demonstrates compliance with System standards in all circumstances.
• Performs other duties as assigned.

Change Management / Overall HR Support

• Rounds on leaders and staff consistently (1-2x per week minimum) creating a presence of HR familiarity and support.
• Lead and support organizational change initiatives, including restructuring and transformation efforts.
• Develop communication strategies to support change adoption.

1. Education Bachelor’s degree in Human Resources, Business Administration or related field required or a combination of education and experience in HR Business Partner level work in HR equal to eight years.
2. Certification Current minimum PHR, SPHR or SHRM-CP, SHRM-SCP certification or Master’s degree in Human Resource.
3. Experience:

• Minimum of five (5) years of progressive HR professional experience in the past seven years with a background as an HR generalist or HRBP. Prior union experience preferred.
• Minimum of four years of experience in resolving complex employee relations issues. Expertise performance management and coaching leaders.
• Excellent interpersonal, partnering, collaboration, communication, and influencing skills.
• Ability to analyze data and make evidence-based recommendations.
• High level of discretion and confidentiality.
• Strong critical thinking and problem-solving and conflict resolution skills.
• Prior hospital experience and knowledge of accreditation standards strongly preferred.
• Must be familiar with and have a working understanding of current standard federal, state laws and regulations pertaining to employment and EEO.
• Must have a broad understanding of the principles of human resource management, policies, and procedures.

4. Skills:

• Excellent research, investigation, analysis, organization, oral and written communication skills required.
• Excellent collaboration and negotiation skills.
• Emotional intelligence and accountability.
• A high level of critical thinking and problem-solving skills required.
• Ability to communicate effectively and pleasantly to employees at all levels of a culturally diverse organization.
• Must demonstrate the highest level of discipline re: confidentiality and discretion.
• Must project positively and professionally, consistent with the System’s mission, values, and strategic goals.
• Capacity to maintain clear thinking, composure, and respect for others under pressure and difficult or challenging circumstances.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Effective consulting, conflict management, facilitation, questioning, and group process skills required.
• Instructional design and teaching skills.
• High attention to detail and accuracy required.
• Incumbents are expected to work independently, with minimal supervision in carrying out a variety of assigned duties, tasks and projects.
• Requires a high level of comfort with taking initiative and service excellence.
• Intermediate proficiency in word processing, database, and spreadsheet applications required to support project work required.
• Working knowledge of, and appropriate application of, the following: Federal and State law and regulations regarding employment, discrimination, wage and hour, benefits administration, Compliance agency enforcement and administration processes, dispute resolution techniques, ADA, OSHA, SB 198, and Workers’ Compensation

5. Interpersonal Skills: Demonstrates NorthBay's values and true north including nurturing care, own it, respect relationships, build trust, hardwire excellence. Ability to build and maintain positive working relationships and earn trust with others.
6. Hours of Work:

• Designated FTE during normal operation hours Monday-Friday, 0800-1700.
• May require travel between sites and/or emergency travel to all system campuses.
• May be occasionally required to alter work schedule or work after hours based on business need.
• Exempt
• Position is hybrid, but on campus 3-4 days a week.

7. Compensation $55 to $67 per hour based on years of experience doing the duties of the role. Exempt level role.

Interpersonal Skills and Values

Demonstrates NorthBay Health’s True North Values: Nurture Care, Own It, Respect Relationships, Build Trust, and Hardwire Excellence. These values guide behavior, accountability, teamwork, and commitment to high-quality patient care.

Why NorthBay Health

NorthBay Health is an independent, nonprofit health system serving the Napa, Solano, and Yolo County regions. We are expanding access to care across our communities through two acute-care hospitals, including a Level II Trauma Center and a Level III NICU maternity unit, along with a cancer center, urgent care locations, and a growing network of primary and specialty care clinics.

We provide advanced services in cardiovascular care, neuroscience, orthopedics, surgery, and outpatient specialties. NorthBay Health is nationally recognized for quality care, including Magnet with Distinction designation for nursing and multiple U.S. News and World Report high performing recognitions.

We are committed to being the trusted healthcare partner of choice and offer an environment where employees can grow, contribute meaningfully, and support the health of our communities.

NorthBay Health Benefits Options

NorthBay Health offers a comprehensive benefits package based on established eligibility requirements. Benefits may include medical, dental, and vision insurance, life, disability, and long-term care coverage, paid time off including vacation, sick leave, holidays, and bereavement, a 403(b) retirement plan with employer match, education reimbursement for eligible roles, professional development and training programs, Employee Assistance Program, wellness programs, recognition programs, shift differentials, and market-based compensation review and increases subject to approval and organizational performance.

Compensation Structure

NorthBay Health uses a structured compensation framework. Staff-level positions use a step-based system (Steps 1–5) based on years of directly related experience, with Step 5 representing 20 or more years of experience in the role. Manager level and above positions are paid a fixed annual base salary and are eligible for a variable incentive compensation plan. Physician compensation is structured based on specialty and role requirements.

Remote Work Disclosure

NorthBay Health is primarily an onsite organization due to the nature of healthcare. Some roles may allow hybrid or remote work based on business needs.

Remote work is not supported in Washington, Ohio, Wyoming, North Dakota, Puerto Rico, the U.S. Virgin Islands, or outside of the United States.

Notice to Recruitment Agencies

NorthBay Health utilizes a managed service provider (MSP) for agency partnerships and is not currently engaging external recruiting firms outside of established agreements. We do not accept unsolicited resumes or third-party candidate submissions. Please do not contact NorthBay Health employees, leaders, physicians, or hiring managers regarding recruitment or job postings.

More Information

Visit NorthBay Health Careers for recruitment FAQs and additional information.