HR Business Partner

Recognized by Newsweek in 2024 and 2025 as one of America''s Greatest Workplaces for Diversity

Make Lives Better Including Your Own. If you want to work in an environment where you can become your best possible self, join us! You'll earn more than a paycheck; you can find opportunities to grow your career through professional development, as well as ongoing programs catered to your overall health and wellness. Full suite of health insurance, life insurance and retirement plans are available and vary by employment status.

Part and Full Time Benefits Eligibility

• Medical, Dental, Vision insurance
• 401(k)
• Associate assistance program
• Employee discounts
• Referral program
• Early access to earned wages for hourly associates (outside of CA)
• Optional voluntary benefits including ID theft protection and pet insurance

Full Time Only Benefits Eligibility

• Paid Time Off
• Paid holidays
• Company provided life insurance
• Adoption benefit
• Disability (short and long term)
• Flexible Spending Accounts
• Health Savings Account
• Optional life and dependent life insurance
• Optional voluntary benefits including accident, critical illness and hospital indemnity Insurance, and legal plan
• Tuition reimbursement

Base pay in range will be determined by applicant's skills and experience. Full-time associates in role are also eligible for an annual bonus incentive. Temporary associates are not benefits eligible but may participate in the company's 401(k) program.

Veterans, transitioning active duty military personnel, and military spouses are encouraged to apply. To support our associates in their journey to become a U.S. citizen, Brookdale offers to advance fees for naturalization (Form N-400) application costs, up to $725, less applicable taxes and withholding, for qualified associates who have been with us for at least a year.

The application window is anticipated to close within 30 days of the date of the posting.

Brookdale is a Great Place to Be:

• Gracious hospitality and neighborliness for our residents and families.
• Home-like feel and all-around comfort for residents and visiting family members.
• Entertaining events and gatherings so our residents can find connections in groups and 1:1 settings.
• Industry leader in clinical care.
• Nationwide company with 589 communities as of November 30, 2025, offering many opportunities to grow and learn as a sales professional.
• Extensive corporate support including a robust training program.

Education and Experience

Bachelor''s Degree in Human Resources, Business Administration, or other related field required. Minimum five year's experience as a Human Resources Generalist; or equivalent combination of education and experience.

Certifications, Licenses, and Other Special Requirements

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential is preferred.

Management/Decision Making

Uses strong analytic skills and an in-depth understanding of the organization and the business in order to handle arising problems and issues. Solves diverse problems using solid analytical skills where limited precedents/guidelines exist.

Knowledge and Skills

Advanced working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, associate relations, diversity, performance management, and federal and state respective employment laws.

Physical Demands and Working Conditions

• Standing
• Walking
• Sitting
• Use hands and fingers to handle or feel
• Reach with hands and arms
• Talk or hear
• Ability to lift: up to 25 pounds
• Vision
• Requires interaction with co-workers, residents or vendors
• Occasional weekend, evening or night work if needed to ensure shift coverage
• On-Call on an as needed basis
• Possible exposure to communicable diseases and infections
• Exposure to latex
• Possible exposure to blood-borne pathogens
• Possible exposure to various drugs, chemical, infectious, or biological hazards
• Subject to injury from falls, burns, odors, or cuts from equipment
• Requires Travel: Frequently

Brookdale is an equal opportunity employer and a drug-free workplace.

The Regional Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with associates and management for communities within an assigned region. The position serves as a consultant to management on human resource-related issues. The HRBP acts as a culture driver, associate champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our Centers of Expertise (COE) and Operational Leadership to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization.

• Assists in the development and implementation of human resources policies to meet organizational needs and comply with state and federal laws. Works with operational leadership to develop strategic initiatives to achieve company goals.
• Provides HR policy guidance and interpretation as it relates to hiring, compensation, performance management, benefits and other associate related matters.
• Manages and resolves complex associate relations issues. Conducts effective, thorough and objective investigations.
• Monitors associate counseling, corrective action, and performance improvement plans; oversees involuntary termination procedures; and approves associate separation notices and related documentation. May conduct exit interviews, as needed, to determine reasons behind separations.
• Advises leadership regarding hiring decisions, equal employment opportunity, compensation, benefits, and health/safety issues.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Conduct wage analysis to review local market data and partner with the Compensation COE on adjustments and make recommendations on based on knowledge of business needs.
• Analyzes trends and HR metrics to develop solutions and programs. Works with operational leadership to develop and implement people and talent strategies.
• Partners with the Talent Management COE to identify opportunities for training at communities. Acts as the liaison with the Talent Management COE and operational leadership on implementation of talent management initiatives for an operating division.
• Partners with the Associate Relations COE and operational leadership to ensure Integrity Line alerts are thoroughly and timely investigated.
• Works in conjunction with Corporate HRD on acquisitions and disposition community transitional needs, ensuring associates have proper communication and support.
• Promotes positive associate relations throughout the division by partnering with operations leaders to conduct associate surveys, climate studies and skip-level meetings.
• Responds to union organizing, ensuring managers are trained on awareness and appropriate follow-up steps. Partners with Associate Relations, legal and operational leadership to minimize risk.
• Partners with the Legal department and represents organization in legal proceedings, as needed.

This job description represents an overview of the responsibilities for the above referenced position. It is not intended to represent a comprehensive list of responsibilities. An associate should perform all duties as assigned by his/her supervisor.

The Regional Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with associates and management for communities within an assigned region. The position serves as a consultant to management on human resource-related issues. The HRBP acts as a culture driver, associate champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our Centers of Expertise (COE) and Operational Leadership to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization.

• Assists in the development and implementation of human resources policies to meet organizational needs and comply with state and federal laws. Works with operational leadership to develop strategic initiatives to achieve company goals.
• Provides HR policy guidance and interpretation as it relates to hiring, compensation, performance management, benefits and other associate related matters.
• Manages and resolves complex associate relations issues. Conducts effective, thorough and objective investigations.
• Monitors associate counseling, corrective action, and performance improvement plans; oversees involuntary termination procedures; and approves associate separation notices and related documentation. May conduct exit interviews, as needed, to determine reasons behind separations.
• Advises leadership regarding hiring decisions, equal employment opportunity, compensation, benefits, and health/safety issues.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Conduct wage analysis to review local market data and partner with the Compensation COE on adjustments and make recommendations on based on knowledge of business needs.
• Analyzes trends and HR metrics to develop solutions and programs. Works with operational leadership to develop and implement people and talent strategies.
• Partners with the Talent Management COE to identify opportunities for training at communities. Acts as the liaison with the Talent Management COE and operational leadership on implementation of talent management initiatives for an operating division.
• Partners with the Associate Relations COE and operational leadership to ensure Integrity Line alerts are thoroughly and timely investigated.
• Works in conjunction with Corporate HRD on acquisitions and disposition community transitional needs, ensuring associates have proper communication and support.
• Promotes positive associate relations throughout the division by partnering with operations leaders to conduct associate surveys, climate studies and skip-level meetings.
• Responds to union organizing, ensuring managers are trained on awareness and appropriate follow-up steps. Partners with Associate Relations, legal and operational leadership to minimize risk.
• Partners with the Legal department and represents organization in legal proceedings, as needed.

This job description represents an overview of the responsibilities for the above referenced position. It is not intended to represent a comprehensive list of responsibilities. An associate should perform all duties as assigned by his/her supervisor.