Sr. Human Resources Business Partner

THE COMPANY

Cogir Senior Living based in Scottsdale Arizona proudly oversees a network of senior living communities spanning 11 states nationwide. As a trusted leader in senior housing we are dedicated to growth while maintaining our commitment to exceptional care for our residents and a supportive growth-focused environment for our team members.

At Cogir our culture is rooted in the core values of human focus creativity and excellence which inspire us to continuously improve and achieve excellence in all we do. Join us in our mission to enrich the lives of our residents while building a meaningful and fulfilling career!

WHAT WE OFFER

• Health Dental Vision and Life Insurance.
• 401(k) with company match.
• Paid Vacation Holidays and Sick Leave.
• Employee Assistance Program.
• Generous Employee Referral Program and more.

POSITION SUMMARY

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic hands-on partner to Operations leadership providing comprehensive HR support throughout 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 consistently applying Cogir policies and practices.
• 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 the 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.

CANDIDATE QUALIFICATIONS

Education:

• A Bachelors degree or equivalent practical experience.
• HR certification such as SHRM-CP SHRM-SCP PHR or SPHR is a plus.

Experience Competencies and Skills:

• At least seven (7) or more years of progressive human resources experience including HR business partner and employee relations responsibilities is required.
• 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.
• Experience supporting multi-site or field-based operations is preferred.
• Experience in senior living healthcare hospitality or similar operational environments is a plus.

WORK SETTING

• In the office/hybrid Monday through Friday. The corporate office is located in Scottsdale AZ.
• Must be available to travel (25%50% of the time) including multi-day trips and occasional travel with 24 hours notice.

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.