Human Resources Business Partner (Foster City Office)

About MidPen

At MidPen, we build communities that change lives. Since 1970, we have been committed to our mission: to provide safe, affordable housing of high quality to those in need; establish stability and opportunity in the lives of residents; and foster diverse communities that allow people from all ethnic, social, and economic backgrounds to live in dignity, harmony, and mutual respect. We develop affordable housing, provide professional property management for all our communities, and coordinate robust onsite support programs that help residents thrive. We are active in 12 Northern California counties and have earned recognition as one of the nation’s leading non-profit developers and stewards of affordable housing. Our current portfolio of more than 130 properties is home to 20,000 working families, seniors, and people with special needs. We take pride in delivering affordable housing solutions, and we invite you to join us on a journey toward social, economic, and racial equity. MidPen is, once again, proud to be certified as an official Great Place to Work® in 2025.

Position Overview

The HR Business Partner (HRBP) will serve as a strategic advisor and hands-on partner to the business, ensuring that our people strategies are aligned with our business objectives. This role requires a deep understanding of the business, strong HR expertise, and the ability to drive change and influence stakeholders at all levels. The HRBP will focus on internal mobility, employee development, and organizational effectiveness.

Essential Duties

• Strategic HR Partnership: Collaborate with business leaders to understand their goals and challenges, and develop HR strategies that support business objectives.
• Internal Mobility: Execute internal mobility programs to ensure employees have opportunities for growth and development within the organization.
• Employee Development: Partner with Talent Development and leaders on employee development initiatives, including training programs, career pathing, and succession planning.
• Employee Relations: Provide guidance and support on employee relations issues, including conflict resolution and disciplinary actions. Partner with HR Operations on employee relations investigations as needed.
• Performance Management: Support the performance management process by working with departments to calibrate performance standards, ensuring consistency and fairness across the organization.
• Change Management: Lead and support change initiatives, ensuring smooth transitions and minimal disruption to the business.
• HR Metrics and Analytics: Utilize HR metrics and analytics to inform decision-making and measure the effectiveness of HR initiatives.
• Compliance: Ensure compliance with all relevant employment laws and regulations. Performs other duties as assigned.