campaign-Day company_name-HRBP-(CA-Small/Medium) hours_per_week-40 industry-NUE-SCAL-01|NUE|Non-Union-Employee is_manager-SCAL-Jobs job_level-Director/Senior-Director job_status-Regular job_type-Standard salary_relocation-Full-time travel-Yes,-25-%-of-the-Time custom_fields.EEO-Kaiser-Permanente-is-an-equal-opportunity-employer-committed-to-fair,-respectful,-and-inclusive-workplaces.-Applicants-will-be-considered-for-employment-without-regard-to-race,-religion,-sex,-age,-national-origin,-disability,-veteran-status,-or-any-other-protected-characteristic-or-status.<br/><br/>For-jobs-where-work-will-be-performed-in-unincorporated-LA-County,-the-employer-provides-the-following-statement-in-accordance-with-the-Los-Angeles-County-Fair-Chance-Ordinance.-Criminal-history-may-have-a-direct,-adverse,-and-negative-relationship-on-the-following-job-duties,-potentially-resulting-in-the-withdrawal-of-the-conditional-offer-of-employment:<br/>-<br/><li>Consistently-supports-compliance-and-the-Principles-of-Responsibility-(Kaiser-Permanente's-Code-of-Conduct)-by-maintaining-the-privacy-and-confidentiality-of-information,-protecting-the-assets-of-the-organization,-acting-with-ethics-and-integrity,-reporting-non-compliance,-and-adhering-to-applicable-federal,-state,-and-local-laws-and-regulations,-accreditation,-and-licensure-requirements-(where-applicable),-and-Kaiser-Permanente's-policies-and-procedures.</li><br/>-<li>Models-and-reinforces-ethical-behavior-in-self-and-others-in-accordance-with-the-Principles-of-Responsibility,-adheres-to-organizational-policies-and-guidelines;-supports-compliance-initiatives;-maintains-confidences;-admits-mistakes;-conducts-business-with-honesty,-shows-consistency-in-words-and-actions;-follows-through-on-commitments.</li><br/>-<li>Job-duties-with-at-least-occasional-or-possible-access-to:-(1)-patients,-the-general-public,-or-other-employees;-(2)-confidential-protected-health-information-and-other-confidential-KP-information-(including-employee,-proprietary,-financial-or-trade-secret-information);-(3)-KP-property-and-assets,-for-example,-electronic-assets,-medical-instruments,-or-devices;-(4)-controlled-substances-regulated-by-federal-law-or-potentially-subject-to-diversion.</li> 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custom_fields.PrefQualification1-<div>-<b>Minimum-Qualifications:</b></div>-<br/><ul-style='margin-top:-0;margin-left:-1px;margin-bottom:-0;'><li>Bachelors-degree-in-Human-Resources,-Business,-Social-Science,-Public-Administration-or-related-field-and-Minimum-twelve-(12)-years-experience-in-human-resources-or-business-operations.-Additional-equivalent-work-experience-in-a-directly-related-field-may-be-substituted-for-the-degree-requirement.</li><li>Minimum-six-(6)-years-experience-in-a-leadership-role-with-or-without-direct-reports,-including-at-least-four-(4)-years-formal-supervisory-experience.</li></ul><br/><br/><div><b>Additional-Requirements:</b></div><ul-style='margin-top:-0;margin-left:-1px;margin-bottom:-0;'><li>Knowledge,-Skills,-and-Abilities-(KSAs):-Applied-Data-Analysis;-Business-Acumen;-Business-Documentation;-Business-Planning;-Change-Leadership;-Confidentiality;-Consulting;-Employee/Labor-Relations;-Execution-excellence;-Human-Resources-and-Business-Partnership;-Human-Resources-Policies-&-Regulations;-Human-Resources-Practices-and-Programs;-Human-Resources-Systems;-Information-Gathering;-Interpersonal-Skills;-Investigations;-Key-Performance-Indicators;-Maintain-Files-and-Records;-Managing-Complexity;-Personal-Courage;-Presentation-Skills;-Relationship-Building;-Stakeholder-Management;-Stress-Tolerance;-Trusted-Advisor</li></ul><div><strong>Preferred-Qualifications:</strong></div><ul-style=margin-bottom:0;margin-left:1px;margin-top:0;><li>Five-(5)-years-experience-managing-operational-or-project-budgets.</li><li>Five-(5)-years-labor-relations-experience.</li></ul> 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Sr Director, HRBP

Primary Location Panorama City, California Facility Name Panorama City Medical Offices 2 Employee Status: Regular Worker Location: Flexible Schedule Full-time Scheduled Weekly Hours: 40 Shift Day Salary $209100 - $270600 / year

Job Number 1447358 Date Posted 09/22/2026

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Job Summary:

This senior director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts for small- and/or medium-sized service areas (i.e., service areas within KFH/HP with fewer than 300 licensed beds). This position directs and/or partners in the oversight of employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard KP or negotiated labor practices, oversees complex reporting of Company employee information and external benchmarks, and directs activities and initiatives to ensure continued regulatory compliance for multiple business functions in small- and/or medium-sized service areas.

Essential Responsibilities:

Builds organizational capacity and prepares high potentials for growth opportunities and advancement; builds collaborative networks inside and outside the organization for self and others. Provides framework for soliciting and acting on performance feedback; drives collaboration to set goals and provide open feedback and coaching to foster performance improvement. Models and drives continuous learning and oversees the recruitment, selection, and development of talent; stays current with industry trends, benchmarks, and best practices; ensures performance management guidelines and expectations to achieve business needs. Acts as a thought leader on industry trends, benchmarks, and best practices; shares best practices within and across teams to drive improvement. Motivates and empowers teams; maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives. Provides guidance when difficult decisions need to be made; creates opportunities for expanded scope of decision making and impact across teams.
Oversees the operation of multiple units and/or departments by identifying member and operational needs; ensures the management of work assignment allocation and completion; translates business strategy into actionable business requirements; ensures products and/or services meet member requirements and expectations while aligning with organizational strategies. Engages strategic, cross-functional business units to champion and drive support for business plans and priorities; assumes responsibility for decision making; sets standards, measures progress, and ensures resolution of escalated issues. Sets and communicates goals and objectives; analyzes resources, costs, and forecasts and incorporates them into business plans; obtains and distributes resources. Anticipates and removes obstacles that impact performance; addresses performance gaps and implements contingency plans accordingly; ensures teams accomplish business objectives; serves as a subject-matter expert and trusted source to executive leadership; provides influence and consultation in the development of the larger organizational or business strategy.
Oversees the implementation of organizational change efforts by: identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.
Directs and/or partners in the oversight of employee and/or labor relations activities by: ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; managing arbitration and negotiation efforts; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; and defining problem resolution strategies.
Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; evaluating HR impact in consideration of changing business strategies; delivering data driven recommendations on HR efforts; overseeing relationships between HR Centers of Excellence and business stakeholders; and partnering with leaders to ensure solutions are aligned with both HR and business objectives.
Directs and/or partners on complex HR investigations based on standard KP or negotiated labor practices by: overseeing the collection and analysis of quantitative and qualitative data; conducting interviews on escalated issues; reviewing and evaluating research on key business issues; ensuring the creation of appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.
Ensures human resources support activities are aligned with the overall business strategy by: overseeing the execution of support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; reviewing and approving human resources activities; and ensuring human resources activities are fully documented.
Directs activities and initiatives to ensure continued regulatory compliance for multiple business functions by: staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the business; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.
Oversees complex reporting of Company employee information and external benchmarks by: reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.

Minimum Qualifications:

Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
Minimum six (6) years experience in a leadership role with or without direct reports, including at least four (4) years formal supervisory experience.

Additional Requirements:

Knowledge, Skills, and Abilities (KSAs): Applied Data Analysis; Business Acumen; Business Documentation; Business Planning; Change Leadership; Confidentiality; Consulting; Employee/Labor Relations; Execution excellence; Human Resources and Business Partnership; Human Resources Policies & Regulations; Human Resources Practices and Programs; Human Resources Systems; Information Gathering; Interpersonal Skills; Investigations; Key Performance Indicators; Maintain Files and Records; Managing Complexity; Personal Courage; Presentation Skills; Relationship Building; Stakeholder Management; Stress Tolerance; Trusted Advisor

Preferred Qualifications:

Five (5) years experience managing operational or project budgets.
Five (5) years labor relations experience.

Primary Location: California,Panorama City,Panorama City Medical Offices 2 Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Employee Status: Regular Worker Location: Flexible Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Director/Senior Director Department: Panorama City MOB #2 - Rgnl HR-Consulting - 0808 Pay Range: $209100 - $270600 / year Kaiser Permanente strives to offer a market competitive total rewards package and is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not reflect the full value of our total rewards package. Actual base pay determined at offer will be based on labor market data, internal alignment, and a candidate's years of relevant work experience, education, certifications, skills, and geographic location. Travel: Yes, 25 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

For jobs where work will be performed in unincorporated LA County, the employer provides the following statement in accordance with the Los Angeles County Fair Chance Ordinance. Criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment:

Consistently supports compliance and the Principles of Responsibility (Kaiser Permanente's Code of Conduct) by maintaining the privacy and confidentiality of information, protecting the assets of the organization, acting with ethics and integrity, reporting non-compliance, and adhering to applicable federal, state, and local laws and regulations, accreditation, and licensure requirements (where applicable), and Kaiser Permanente's policies and procedures.

Models and reinforces ethical behavior in self and others in accordance with the Principles of Responsibility, adheres to organizational policies and guidelines; supports compliance initiatives; maintains confidences; admits mistakes; conducts business with honesty, shows consistency in words and actions; follows through on commitments.

Job duties with at least occasional or possible access to: (1) patients, the general public, or other employees; (2) confidential protected health information and other confidential KP information (including employee, proprietary, financial or trade secret information); (3) KP property and assets, for example, electronic assets, medical instruments, or devices; (4) controlled substances regulated by federal law or potentially subject to diversion.

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Expected Employee Conduct >