Strategic HR Partner
Description
Human Resources Partner
Location: California (Statewide)
Department: People & Culture
Reports To: Director of Human Resources
Status: Full-Time | Exempt
About SEIU Local 2015
SEIU Local 2015 is the largest union of long-term care workers in California, representing more than half a million home care, skilled nursing facility, and assisted living center workers across the state. Our members are united in their commitment to caring for California’s older adults and people with disabilities while building worker power and stronger communities.
Our mission is to unleash the collective power of long-term care workers, their families, and their communities to advance economic and social justice. We are committed to building an anti-racist organization grounded in equity, justice, and cross-difference solidarity.
Learn more at seiu2015.org.
Position Summary
The Human Resources Partner (HRP) serves as a strategic advisor and trusted business partner to leaders and staff across SEIU Local 2015. This role partners with organizational leadership to develop people strategies that strengthen employee engagement, organizational effectiveness, leadership capability, and workforce performance while supporting the union's mission, vision, and values.
Reporting to the Director of Human Resources, the HR Partner provides expert guidance in employee relations, labor relations, performance management, organizational development, workforce planning, and change management. This position collaborates closely with leadership to cultivate an inclusive, high-performing workplace while ensuring compliance with employment laws, collective bargaining agreements, and organizational policies.
Core Responsibilities
Strategic HR Partnership
• Partner with department leaders to align people strategies with organizational priorities and business objectives
• Provide coaching and consultation to managers on leadership effectiveness, employee engagement, team dynamics, and organizational culture
• Support workforce planning, organizational design, succession planning, and talent development initiatives
• Identify workforce trends and recommend proactive people solutions that support organizational success
Employee & Labor Relations
• Serve as a trusted advisor on employee relations matters, including conflict resolution, performance concerns, workplace investigations, and corrective action
• Interpret and apply collective bargaining agreements (CBAs) in partnership with union leadership and organizational leaders
• Support grievance administration and facilitate proactive resolution of workplace issues
• Maintain accurate documentation and ensure consistent application of employment policies and labor agreements
Performance Management & Talent Development
• Guide leaders through performance management processes, including goal setting, coaching, feedback, performance improvement plans, and corrective action
• Partner with managers to develop employee development plans and career growth opportunities
• Support succession planning and leadership development initiatives
• Promote a culture of accountability, continuous learning, and professional growth
Organizational Culture & Employee Engagement
• Partner with leadership to strengthen organizational culture through employee engagement and inclusion initiatives
• Support employee engagement surveys, organizational health assessments, and action planning
• Facilitate coaching sessions, workshops, and discussions focused on communication, collaboration, conflict resolution, and leadership effectiveness
• Champion initiatives that reinforce SEIU Local 2015's commitment to organizational justice, equity, inclusion, and belonging
Compliance & Risk Management
• Ensure compliance with federal, California, and local employment laws, regulations, and organizational policies
• Assist with the development, implementation, and communication of Human Resources policies, procedures, and best practices
• Partner with leadership to identify and mitigate organizational risk
• Maintain confidential employee records and documentation in accordance with legal and organizational standards
Change Management & Organizational Effectiveness
• Support organizational change initiatives by helping leaders successfully navigate transitions and workforce impacts
• Develop communication and implementation strategies that encourage employee engagement and adoption of organizational change
• Collaborate with cross-functional teams on strategic People & Culture initiatives that improve organizational effectiveness