Senior Human Resources Business Partner - SMMC and STCMC

Hours:

Shift Start Time:

Variable

Shift End Time:

Variable

AWS Hours Requirement:

8/40 - 8 Hour Shift

Additional Shift Information:

Weekend Requirements:

As Needed

On-Call Required:

No

Hourly Pay Range (Minimum - Midpoint - Maximum):

$64.350 - $83.040 - $101.720

 

The stated pay scale reflects the range that Sharp reasonably expects to pay for this position.  The actual pay rate and pay grade for this position will be dependent on a variety of factors, including an applicant’s years of experience, unique skills and abilities, education, alignment with similar internal candidates, marketplace factors, other requirements for the position, and employer business practices. 

 

What You Will Do
The Senior HR Business Partner (Sr. HRBP) serves as a change leader, strategic consultant and people champion across multiple entities within their assigned region. As a trusted advisor to regional executives, this role leads the translation of system-wide and regional transformation initiatives into disciplined, scalable regional execution that advances the organization's vision of being the 'Best Place to Work'.

Working in close partnership with the Regional HR Director, provides guidance and development to regional HR Business Partners and Associate HRBPs, ensuring consistent application of change frameworks, workforce strategies, and people initiatives across all regional entities. This role serves as a key integrator between executive leadership, HR COEs and other key stakeholders, aligning regional operational realities while maintaining momentum, accountability, and employee engagement through periods of transformation.

The Sr. HRBP brings deep business acumen, leverages advanced data analytics and financial discipline to lead complex, multi-entity change initiatives; including organizational design, workforce transitions, culture integration, and leadership capability development. This leader ensures people strategies are translated into disciplined execution—measured, sustained, and embedded—enhancing leadership effectiveness, reducing disruption, delivering measurable performance outcomes, and building a high‑performing regional HRBP team.


Required Qualifications

• Bachelor's Degree
• 6 Years Progressive Human Resources experience, with a focus on managing complex HR processes and strategic business partnership.

Preferred Qualifications

• Master's Degree
• SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resources Management (SHRM)
• California Certification in Human Resources (PHR-CA/SPHR-CA) - HR Certification Institute
• Senior Professional in Human Resources (SPHR) - HR Certification Institute

Essential Functions

• Partners with the Regional HR Director to align the vision and the tactical execution of the HRBP team across multiple entities. Provides support and coaching to reinforce strategic thinking, change leadership, consultative influence, data utilization and the elevation of overall HR effectiveness.
• Monitors performance using identified metrics and deliverable deadlines to ensure the completion of regional goals and high-quality service delivery, ensuring consistent application of people strategies, governance, and change frameworks across regional entities.
• Builds trusted, consultative relationships with Regional Executives and HR Leadership to drive the People strategy, acting as a trusted advisor and thought partner on complex organizational issues.
• Develops and implements customized HR and talent management solutions to address specific business imperatives, ensuring alignment with organizational priorities and Sharp HealthCare’s mission and vision. Identifies critical gaps in workforce capabilities and develops multi-year solutions to enhance team performance and leader development.
• Models effective leadership behaviors to influence and drive culture change across the region.
• Leads regional talent plans, including succession planning, diversity, equity, inclusion, and belonging (DEIB) initiatives, and retention strategies.
• Provides high-level coaching to both experienced and emerging leaders, offering unbiased counsel and feedback to enhance engagement and organizational health through building capability in leading through change and strengthening team performance.
• Analyzes complex HR data and workforce dashboards to distill key insights and identify meaningful trends for executive leadership. Translates complex data into clear, actionable insights that support executive decisions related to talent, engagement, retention, and productivity.
• Leverages advanced workforce analytics, employee data, and external benchmarking to identify trends, diagnose risks, and inform executive strategy. Uses data-driven strategies and High Reliability Organization (HRO) tools to solve workforce challenges and demonstrate ROI on people initiatives.
• Stays ahead of industry trends, regulatory changes, and innovative HR technologies to ensure the region remains at the forefront of best practices.
• Serves as a key liaison between the region and HR COEs, ensuring alignment and the seamless delivery of HR services and the consistent application of policies.
• Proactively identifies and mitigates legal and operational risks by ensuring strict alignment of people strategies and change initiatives with labor laws and regulatory requirements.
• Balances strategic and operational feasibility by using regional HR metrics and deliverable deadlines, to ensure fiscal responsibility.
• Evaluates appropriate participation of the HRBP team in regional committees or councils as a vehicle for workforce education, engagement, and collaboration.

 

Knowledge, Skills, and Abilities

• Ability to anticipate future consequences and trends; translates complex strategies into actionable roadmaps.
• Effectively communicates across the organization and demonstrates the ability to lead through influence.
• Delivers beyond expectations and understands operational improvements that impact quality and execution.
• Can present ideas that lead others to action; possesses strong listening and oral communication skills.
• Able to use rigorous logic and data analytics to solve complex problems with effective solutions.
• Thorough knowledge of employment/labor laws and a proactive approach to risk management.

Sharp HealthCare is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability or any other protected class