Human Resources Business partner

Human Resources Business Partner

CAPABLE WITHOUT CONDITIONS, LLC | JOB DESCRIPTION

Program and Department: Administration / Human Resources

Reports To: Executive Director of Operations

Classification: Part-Time, Hourly, Non-Exempt, W-2 Employee

Compensation: $100.00 per hour; overtime paid as required by law

Schedule and Location: Primarily remote, with on-site meetings or program visits as needed; planned up to 20 hours per month based on priorities and agreed availability

Supervisory Responsibility: No direct reports

Position Summary

The Human Resources Business Partner (HRBP) provides experienced HR guidance and practical support to Capable Without Conditions, LLC (CWC), an Integrated Behavioral Health and Developmental Services organization operating Community Crisis Homes. The HRBP partners with executive leadership, the Business Office Director, and program administrators to strengthen employee relations, develop leaders, and support fair, consistent employment practices across programs.

The position’s focus includes sensitive personnel matters, performance documentation, workplace complaints, policies, leave and accommodations, and California employment compliance. The HRBP turns recommendations into usable tools and follows assigned matters through completion in coordination with the responsible leader.

Minimum Qualifications

• High school diploma or GED required; degree in Human Resources, Business Administration, or a related field preferred.

• At least three years of professional HR experience, including direct responsibility for California employee relations, performance management, and employment compliance.

• Demonstrated experience advising leaders on corrective actions, separations, workplace complaints, leave, accommodations, and wage-and-hour matters.

• Ability to exercise independent professional judgment, write clear documentation, manage sensitive information, and recognize matters requiring employment counsel.

Preferred Qualifications

PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable HR certification; experience with Rippling; and experience supporting healthcare, behavioral health, developmental services, or a 24-hour residential workforce.

Essential Duties and Responsibilities

Employee Relations and Workplace Concerns

• Serve as a trusted HR resource for leadership and employees; assess concerns promptly and recommend fair, practical next steps.

• Review complaints involving conduct, conflict, harassment, discrimination, or retaliation; document concerns and coordinate appropriate interim measures with authorized leadership.

• Conduct or coordinate timely, impartial internal investigations when assigned and within demonstrated competence; disclose conflicts of interest and recommend an independent investigator or counsel when needed.

• Document findings and recommendations, communicate approved outcomes as appropriate, and follow up on corrective measures and potential retaliation.

Performance Management and Corrective Actions

• Coach administrators and other leaders on setting expectations, addressing concerns promptly, and documenting objective facts and employee responses.

• Support consistent use of CWC’s Coaching Note, Performance Accountability Notice, and Performance Improvement Plan; help leaders select the appropriate tool based on the concern.

• Review sensitive or formal accountability documents, PIPs, and proposed separations for factual support, clear expectations, consistency, and appropriate HR review before implementation.

• Review attendance concerns for potentially protected leave, paid sick leave, accommodations, or other protected activity before recommending accountability measures.

• Help establish measurable improvement standards, review dates, CWC support, and employee responsibilities; track assigned follow-up and advise leadership on outcomes.

HR Policies and Employment Compliance

• Develop and update practical policies, procedures, notices, forms, and acknowledgments that reflect CWC operations and applicable California and federal employment requirements.

• Monitor relevant employment law developments and communicate needed changes, effective dates, and implementation steps to leadership.

• Coordinate approved policy distribution, version control, and acknowledgments through Rippling with the Business Office Director; explain changes to leaders and employees as assigned.

• Identify gaps through targeted reviews of HR practices and documentation, prioritize corrective work, and escalate unresolved concerns to executive leadership.

Leave Accommodations and Workers Compensation

• Advise on leave eligibility, required notices, documentation, protected absences, and return-to-work matters; coordinate administrative tracking with the Business Office Director.

• Guide and document the interactive process for accommodation requests, including medical restrictions, possible modifications, and follow-up, in collaboration with leadership.

• Support employment-related aspects of workers’ compensation matters and modified duty; coordinate with the carrier, claims administrator, or counsel as appropriate.

• Protect medical information through restricted access and separate handling from general personnel records; consult qualified specialists when issues exceed the role’s expertise.

Wage and Hour and Employment Practices

• Advise on timekeeping, overtime, scheduling practices, paid sick leave, compensation questions, and employee classification; identify concerns requiring specialized review.

• Review meal and rest period practices in CWC’s residential setting, including applicable Wage Order 5 requirements, employee attestations, reported interruptions, and follow-up with operations and payroll.

• Partner with the Business Office Director to review reported pay discrepancies and recommend documented corrections for authorized implementation.

• Provide HR review of offer language, employment status changes, and separation documentation as requested, coordinating required notices and payroll deadlines with the responsible staff.

Leadership Development and HR Partnership

• Provide focused coaching and tools that help leaders communicate expectations, manage difficult conversations, and apply policies consistently across Beck Lane and English Hills.

• Agree on priorities and deliverables with the Executive Director of Operations; maintain a confidential issue tracker showing assigned owner, next action, and due date.

• Provide concise updates on open matters, completed work, emerging trends, and decisions needed; recommend improvements that support retention, accountability, and a respectful workplace.

• Identify when employment counsel is needed and coordinate authorized consultation; provide relevant facts and implement approved recommendations.

Required Skills and Competencies

Strong California employment knowledge; sound judgment; clear written and verbal communication; conflict resolution; objective documentation; reliable follow-through; effective remote collaboration; and the ability to balance employee concerns with operational needs and the dignity of the people CWC serves.

Scope of Authority and Accountability

The HRBP provides professional HR guidance and completes assigned HR work. Final employment decisions remain with the Executive Director of Operations and authorized CWC leadership. The HRBP does not independently approve hiring, compensation changes, discipline, separations, staffing commitments, or legal settlements.

Work Schedule and Timekeeping

Maintain agreed availability and promptly flag matters requiring action outside scheduled hours. Obtain approval before exceeding planned hours or working overtime, and record all time worked, including calls, messages, meetings, research, documentation, and required training. All hours worked must be reported and paid, including work beyond the planned monthly allocation. CWC reimburses necessary business expenses in accordance with applicable law and policy.

Confidentiality and Resident Protection

Protect personnel, medical, investigation, and resident information; use approved systems and limit disclosure to authorized purposes. Explain confidentiality limits during investigations and protect against retaliation. Follow resident-rights, safety, and applicable mandated reporting requirements; immediately route resident safety concerns through CWC’s reporting procedures without delaying any required external report.

Work Environment and Physical Requirements

Work primarily involves computer use, document review, calls, and meetings, with occasional visits to residential programs. Essential functions include communicating effectively and handling time-sensitive, sensitive matters. Essential functions may be performed with reasonable accommodation. Complete background clearance and facility access requirements applicable to assigned duties before performing work that requires them.

Employment Statements and Acknowledgment

CWC provides equal employment opportunity and reasonable accommodation consistent with applicable law. Employment is at will, subject to applicable law. This description summarizes primary responsibilities; related duties may be assigned as organizational needs change. It does not create a contract for a fixed term or guarantee hours.