Overview

Manager Human Resources At NorthBay Health, this Manager provides strategic and operational support to the executive and operational leaders within assigned functional areas. This role serves as a trusted advisor partnering with leadership as, aligning human resources strategies with organizational goals, workforce planning, employee engagement, labor and employee relations, talent management, and change management initiatives, ensuring consistent execution of HR programs, policies, and workforce strategies across the organization. The role partners closely with Talent Acquisition, Compensation, Benefits, Organizational Development, Learning, Employee Labor and Relations, Leave of Absence, Workplace Culture and Compliance to deliver integrated HR solutions that support a high-performing, patient-centered culture.PRIMARY JOB DUTIESStrategic PartnershipPartner 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.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.Leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives.Employee & Labor RelationsEnsure consistent application of policies, procedures, and labor laws.Promote a positive work environment and engagement initiatives.Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues. Supports PIP, corrective action, termination and RIF processes.Coaches leaders to reduce risk to the organization, assists in resolving workplace issues.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.Talent Management & DevelopmentSupports performance management, check-ins, goal setting, evaluations, career development and coaching.Partners with leadership on succession planning, growing staff and leadership development initiatives.Works closely with leadership 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.Coaching leaders to enhance their people-leadership capabilities. 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 ManagementStays 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 DevelopmentSupports 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.Coaches leaders/staff on change management best practices.LeadershipLeads, coaches, hire and develop a team of HR Business Partners to ensure effective support of organizational and departmental objectives.Advise leaders and partners on employee relations matters, performanceAs requested, may analyze workforce metrics and trends, including turnover, vacancy rates, engagement, and labor productivity, to inform decision-making and strategic planning.Lead or support enterprise HR initiatives,