People Business Partner

Los Angeles LGBT Center•Los Angeles, CA

About The Position

The People & Culture Business Partner (PCBP) is a trusted advisor to leaders and employees across a unionized environment. This role ensures consistent application of collective bargaining agreements, supports equitable practices, and advances a respectful, collaborative culture. The PCBP manages employee and labor relations matters end to end, partners on workforce planning and talent development, and strengthens operational rigor through policy, compliance, audits, and accurate documentation. With a people-first, values-aligned approach, the PBP uses foundational business acumen, digital & technology fluency, and workflow discipline to deliver reliable outcomes and improve the staff experience.

Requirements

Bachelor’s degree in HR, Business, or related field, or equivalent combination of education and training
4+ years of progressive HR experience, including partnership with business leaders in a unionized environment
Working knowledge of CBAs and employment laws; demonstrated ability to manage ER cases and investigations with sound judgment
Strong facilitation, relationship building, and conflict resolution skills; clear, values-aligned communication, and reliable documentation quality
Fluency with HR/organizational tools
Foundational business acumen; ability to follow workflows and offer practical improvements
Proficiency with MS Office Suite and HRIS

Nice To Haves

2+ years of direct Health Services or Hospital Business Partner experience
Experience with grievance handling or labor management meetings
PHR/SHRM-CP certification
Multi-site or multi-union environment experience
Experience in healthcare, nonprofit, or mission-driven settings

Responsibilities

Apply CBA terms accurately in routine situations, recognize ambiguity, and escalate appropriately
Partner with labor representatives and leaders to address issues early and constructively, preparing case facts and contract research as needed
Manage employee relations cases end to end with sound documentation andtimelyfollow through
Conduct or support investigations consistent with the CBA and Center policy
Support respectful labor management communication and reinforce workplaceexpectations
Coach supervisors and managers through performance and workplace issues with clarity and empathy
Partner with leaders on staffing needs and succession considerations aligned with contractual and organizational priorities
Support learning plans and employee growth paths in collaboration with relevant partners
Serve as a resource on policy interpretation andequitable, values aligned decision making
Reinforce respectful workplace behavior and Center values in daily practices
Follow Center policies and federal, state, and local requirements whilemaintainingaccuraterecords and audit documentation
Administer leave programs including FMLA, CFRA, ADA, and workers compensation, ensuring regulatory compliance and clear communication
Escalate complex leave, compliance, or risk related mattersin a timely manner
Identifygaps, flag risks early, and support policy, compliance, and audit initiatives
Collaborate with Counsel, P&C leadership, Legal, Equity, and Finance to ensure aligned and compliant practices
Follow defined workflows and document processes accurately and consistently
Maintain confidentiality andappropriate boundariesin all matters
Use P&C systems and tools effectively, support consistent data capture, and learn new systems with guidance
Produceaccurateandtimelydocumentation that meets service standards
Surface workflow pain points and suggest practical process improvements
Use basic workforce reports such as turnover and leave data to inform actions and escalate early warning signs
Propose pragmatic solutions grounded in policy, CBA requirements, and organizational values
Demonstrate understanding of the Center’s operational context, including cost, staffing, and service implications at the team level
Share knowledge and collaborate across Talent Acquisition, Total Rewards, Learning and Development, Legal, Equity, Finance, and program leadership
Support peers and contribute to consistent service delivery across the P&C function
Embed an equity lens in case handling and decision making
Surface potential bias and ensure culturally competent practice
Promote access, respectful communication, and fair treatment across employee interactions
Align people practices with organizational values and inclusive workplace standards