Principal Human Resources Business Partner

Campbell, CA
Full Time
HR
Senior Manager/Supervisor

Title: Principal Human Resources Business Partner
This position is based in our Campbell, California offices. This position is on-site, full-time.

Why Imperative Care?
Do you want to make a real impact on patients?
As part of our team at Imperative Care, you can help elevate care for patients suffering from stroke and other devastating vascular diseases. Every day, the technologies that we develop at Imperative Care directly impact people at the most vulnerable moments of their lives. Our focus is on the needs of the patient, and they come first in everything we do.

What You’ll Do
The Principal Human Resources Business Partner (HRBP) is a strategic individual contributor responsible for aligning human resource initiatives with the organization's long-term business goals. The HRBP applies strong consulting and influencing skills to solve complex, business-critical HR challenges within our Commercial and General & Administrative client groups. 
Partnering closely with business leaders, HR Centers of Excellence (COEs) and cross-functional stakeholders, this person executes enterprise HR programs with rigor, speed, and sound judgment – leveraging data, governance, and practical, people-centered solutions to build capabilities for long-term business success.
  • Serve as a trusted strategic advisor and primary HR partner to senior leaders, managers, and employees, providing practical guidance on HR strategy, policies, communications, and key initiatives.
  • Translate business priorities and growth plans into integrated people strategies, including organizational design, workforce planning, headcount strategy, talent movement, and capability building.
  • Advise leaders on organizational health, leadership effectiveness, team dynamics, performance, engagement, and decision quality; coach them to lead change and sustain results.
  • Drive annual engagement survey process; analyze HR metrics and business signals to identify trends, risks, root causes, and capability gaps, and recommend targeted people solutions.
  • Lead core HR planning cycles including performance management, talent reviews, calibration, and compensation planning in partnership with HR team members to ensure consistent, high-quality, and compliant execution.
  • Manage employee engagement, retention, and development initiatives; facilitate training, design communications and resolve complex employee relations matters through appropriate investigation, documentation, and follow-through.
  • Equip leaders with guidance, tools, and decision frameworks for talent reviews, promotions, pay actions, and rewards differentiation to support sound decisions and a positive employee experience.
  • Partner with Talent Acquisition and business leaders on strategic staffing, recruiting plans, and selection for key roles; forecast future talent needs based on business growth projections and market trends and identify critical skill gaps before they impact the business.
  • Collaborate with HR Centers of Excellence and cross-functional partners including Talent Management, Total Rewards, and Legal to deliver coordinated HR support and solutions.
  • Partner with Compensation on job creation, leveling, market data reviews, and related recommendations and communications.
  • Stay current on leading HR trends and deliver practical, business-relevant recommendations and solution with HR Centers of Excellence and cross-functional partners that support capability building and leader effectiveness.

What You’ll Bring:
  • Bachelor’s degree in a related field and a minimum of 12 years of progressive experience in HR/People Practices, or equivalent combination of education and work experience.
  • SPHR certification and experience as HRBP in a medical device environment is preferred.
  • Ability to objectively analyze organizational challenges and propose long-term solutions.
  • Ability to interpret complex datasets and translate them into strategic business stories.
  • Strong knowledge of HR practices including recruiting, employee relations, performance management, and manager coaching; Strong knowledge of applicable state and local laws.
  • Excellent planning and organization skills, attention to detail, ability to handle multiple tasks in a fast-paced environment with a sense of urgency.
  • Proven ability to build trust, respect, and strong working relationships with leaders and employees.
  • Demonstrated ability to respond and resolve complex issues with a strong customer service orientation.
  • Ability to maintain strict confidentiality, work independently, prioritizing work and projects, and responding to a changing and dynamic environment.

Employee Benefits include a stake in our collective success with stock options, bonus, competitive salaries, a 401k plan, health benefits, generous PTO, and a parental leave program.

Join Us! Imperative Care
Salary Range: $190,000 – 205,000 annually
Please note that the salary information is a general guideline only. Imperative Care considers factors such as scope and responsibilities of the position, candidate's work experience, education/training, key skills, and internal equity, as well as location, market and business considerations when extending an offer.  As part of our total rewards package, Imperative Care offers comprehensive benefits including a 401k plan, health benefits, generous PTO, a parental leave program and emotional health resources.
 

The use of external recruiters/staffing agencies requires prior approval from our Human Resources Department. The Human Resources Department at Imperative Care requests that external recruiters/staffing agencies not to contact Imperative Care employees directly in an attempt to present candidates. Complying with this request will be a factor in determining future professional relationships with Imperative Care.

Imperative Care will not accept unsolicited resumes from any source other than candidates themselves for either current or future positions. Submission of unsolicited resumes in advance of an agreement between the Human Resources Department and the external recruiter/staffing agency does not create any implied obligation on the part of Imperative Care.

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