Senior Human Resources Business Partner

Job Overview

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic and hands on partner to Operations leadership providing comprehensive HR support across the employee lifecycle. This role delivers day to day HR guidance on performance management employee development workforce planning and policy application while also supporting employee relations matters and workplace investigations as needed. The Senior HR Business Partner balances legal considerations operational needs and Cogir values to help leaders make sound timely and practical people decisions.

This is an advanced level HRBP role with increased autonomy and responsibility supporting complex and high impact situations with sound judgment and minimal addition to traditional HR business partner responsibilities the role may lead or support employee relations investigations and contribute to process improvements policy development and training initiatives that enhance consistency compliance and leader capability across the organization.

Key Responsibilities

Strategic HR Business Partner Support

Serve as a trusted advisor to Operations leadership Executive Directors and Regional leaders on employee relations performance management and workforce issues

Provide practical risk aware guidance on day to day people decisions including discipline terminations policy interpretation and complex employee situations

Balance legal considerations operational realities and Cogir values to support sound timely and defensible decision making

Support leadership through sensitive and high impact situations with calm clear and thoughtful guidance

Escalate high risk or complex matters appropriately and collaborate closely with the Vice President of Employee Relations and Employment Counsel

Performance and Talent Management

Coach leaders on effective performance management documentation and corrective action with a focus on clarity consistency and fairness

Advise leaders on addressing performance concerns early to reduce escalation and risk

Support leaders in preparing for and conducting difficult conversations including performance feedback corrective action and terminations

Guide leaders in applying Cogir policies and practices in a consistent manner

Reinforce accountability while maintaining a respectful human focused approach

Partner with leaders to develop improvement plans and support sustained performance outcomes

Employee Relations and Workplace Investigations

Independently lead and conduct employee relations investigations including allegations of misconduct harassment retaliation policy violations and other workplace concerns

Serve as the primary point of contact for complex and sensitive employee relations matters within assigned regions or communities

Ensure investigations are timely thorough well documented and aligned with Cogir standards and applicable laws

Gather and assess information through interviews document review and fact finding

Prepare clear investigation summaries findings and recommendations as needed

Advise leaders on appropriate courses of action based on investigation outcomes and risk considerations

Support resolution of employee complaints in a consistent fair and practical manner

Identify trends repeat issues or systemic concerns and escalate or address proactively

Compliance and Risk Management

Apply working knowledge of employment laws to day-to-day HR and employee relations guidance

Identify potential compliance risks and escalate appropriately; and partner closely with HR Compliance HR leadership and Legal on compliance related matters as needed

Support leaders in understanding and applying policies procedures and legal requirements in practical ways

Process Improvement Policy and Training Support

Independently draft and update assigned people management and employee relations policies and procedures to improve consistency clarity and operational effectiveness

Ensure policies and procedures are practical operationally workable and aligned with legal requirements

Independently develop and deliver assigned people management and ER related training for leaders including performance management and employee relations best practices

Identify gaps in leader understanding and proactively independently create training tools or resources to improve effective application of HR processes

Data Reporting and Trend Analysis

Track and analyze people management data within supported regions or communities

Identify recurring issues root causes or risk areas and elevate insights to HR and Operational leadership

Partner with ER and HR leadership to translate data into actionable recommendations for the business

Leave of Absence and Reasonable Accommodation Advancement and Tracking

Provide consultative guidance to leaders on leave of absence and reasonable accommodation matters including complex or sensitive situations

Support the advancement and continuous improvement of LOA and reasonable accommodation processes tools and tracking mechanisms

Audit and track the LOA and RA programs to ensure community leave oversight and management and resolve escalated LOA or accommodation matters that require judgment coordination or leader support

Ensure leaders understand expectations roles and escalation pathways related to LOA and reasonable accommodation matters

Travel

This position requires 25%50% travel including multi-day trips and occasional travel with 24 hours notice.

Required Qualifications

Bachelors degree or equivalent practical experience

Seven or more years of progressive human resources experience including HR business partner and employee relations responsibilities

Demonstrated experience providing strategic HR and employee relations guidance to operations or business leaders

Significant experience conducting or leading workplace investigations

Experience drafting HR policies and developing leader training

Strong working knowledge of employment laws and regulations

Proven ability to balance business needs legal considerations and employee experience

Sound judgment discretion and ability to manage sensitive and confidential matters

Strong written and verbal communication skills

Ability to work independently prioritize competing demands and operate with minimal oversight

Preferred Qualifications

Experience supporting multi-site or field based operations

Experience in senior living healthcare hospitality or similar operational environments

HR certification such as SHRM CP SHRM SCP PHR or SPHR

Compensation and Location

Location: California (remote)

Reports To: VP of Employee Relations

Employment Type: Full-time Exempt

Pay: $90000 - $140000

Equal Opportunity Statement

Cogir is an equal opportunity employer and is committed to creating a workplace free from discrimination and harassment. All employment decisions are made without regard to race color religion sex sexual orientation gender identity or expression national origin age disability veteran status or any other protected characteristic under applicable law. Cogir values diversity inclusion and respect and is committed to providing equal employment opportunities for all team members.

Reasonable Accommodation Statement

Cogir is committed to providing reasonable accommodations to qualified individuals with disabilities and to individuals with sincerely held religious beliefs practices or observances in accordance with applicable law. If you require a reasonable accommodation to participate in the application or interview process or to perform the essential functions of this role please notify Cogir Human Resources at so appropriate arrangements can be made.