Manager, People Business Partners - West Coast

About Compassus 

Compassus provides a continuum of integrated home-based services, including home health, hospice, home infusion, palliative, and personal care. Over 10,500 teammates and more than 300 access points nationwide provide high-quality care and manage patients’ advanced illnesses in partnership with health systems and long-term care partners. The Compassus Care for Who I Am culture reflects its unique care delivery model, which focuses on each person as an individual as well as a patient, to improve their quality of life in a meaningful way. Learn more at compassus.com. 

About the Opportunity 

Reporting to the VP of People, Engagement & Performance, you’ll lead our People Business Partner team. Here’s the honest version of what that means. Most companies say HR is “strategic” and then bury their partners in paperwork. We want the opposite. We want a team that operations leaders actually call first — because the support is fast, accurate, and human, and because the advice is good. 

You’ll run the field-facing engine of our People function, and you’ll run it on evidence. Survey data, retention numbers, early-tenure signals, listening feedback — we have plenty of it. What we don’t have yet is enough of it turned into things leaders can do on a Tuesday. That translation is the job. You’ll spot the themes, find the root causes, and partner with leaders to execute a list of moves that actually matter, not a 40-slide deck nobody reads. 

And you’ll build the team that does this. You’ll set the standard for what “white glove” support looks like, hold people to it, and develop partners who are trusted, accurate, and easy to reach. When this works, the field stops thinking of us as the people who say no and starts thinking of us as the people who help them win. That’s the whole point. When teammates stay and feel cared for, patients get better care — so this role is closer to our mission than it looks. 

Key Responsibilities 

Lead and Develop Best In Class People Business Partners 

• Hire, develop, and grow people-facing business partners who work side by side with the leaders they support to own and execute organizational strategy and people best practices. 

• Lead a team whose job is exceptional stakeholder support and operational excellence — and who take pride in both. 

• Build the accountability structures, performance expectations, development paths, and operating standards the team runs on. 

• Set the bar for what white-glove, fast, accurate, solution-oriented support looks like, and hold people to it. 

Strategy, Insight, and Partnership 

• Lead monthly People Strategy Meetings with operations stakeholders, turning the numbers into decisions and follow-through. 

• Be a trusted advisor and real thought partner to the VP of PEP on engagement strategy, teammate experience, retention, and operational optimization. 

• Use workforce listening, survey, and retention data to spot risk early and recommend moves that actually matter — evidence, not opinions dressed up as data. 

• Work with your partners to name the themes and root causes behind retention, early-tenure engagement, and workforce stability. 

• Spot legal and regulatory risk early — wage/hour, ADA and leave, investigations that could escalate — and know when to pull in Labor Relations or Legal before a problem becomes a crisis. 

• Be a unifying force: pull cross-functional partners together, align priorities, and keep support consistent and genuinely people-centered. 

Change Management 

• Lead the field-side rollout of enterprise People initiatives so change is understood, adopted, and sustained — not just announced. 

• Guide leaders and teammates through restructures, workforce actions, and other hard changes with clarity, honesty, and care. 

• Coach operations leaders to handle people situations themselves, building their capability instead of just solving it for them. 

Labor Relations 

• Carry labor strategy into the field — make sure what gets decided at the table actually reaches leaders and teammates, and stays consistent. 

• Partner with Labor Relations to prepare for and facilitate labor debrief meetings following strategy, and own the field follow-through. 

• Support bargaining and post-bargaining work in your areas, and partner on union employee-relations matters alongside the Labor Relations team. 

• Coach leaders in represented environments so they lead confidently and within the contract. 

Integrations, Acquisitions, and Joint Ventures 

• Own the People Business Partner workstream for acquisitions and joint ventures in your areas — from due-diligence input through go-live and beyond. 

• Bring acquired and JV teams into the Compassus People model cleanly, so new teammates feel like they belong from day one. 

• Partner with the Integrations team and function leads to sequence the work, remove barriers, and keep leaders informed through the transition. 

What Success Looks Like 

• Operations leaders trust the People Business Partner team because support is white glove, fast, accurate, strategic, and solution-oriented. 

• You are proactive, trusted, highly accurate, and easy for leaders across the organization to reach. 

• Leaders get the right support at the right time through disciplined, scalable practices. 

• Teammate feedback turns into recommendations that lead to real, measurable improvements. 

• Business partner support feels accessible, experienced, best-in-class, and more human. 

• Teammates feel supported, informed, and cared for. 

• The team operates smarter, faster, and with more consistency. 

About the Best Candidates 

Here’s who tends to do well in this role: 

• A leader who pairs operational discipline with empathy, curiosity, and a service mindset. Both, not one or the other. 

• Someone who can move between strategy, analytics, execution, and partnership without losing a step, connecting workforce data, teammate feedback, operational performance, and retention into one coherent story. 

• Experience standing up scalable reporting infrastructure and reporting cadences, and designing enterprise listening strategies, engagement surveys, or onboarding feedback programs (preferred). 

• Strong executive presence, presentation, and communication skills — the kind that hold a room of operations leaders — with the ability to influence and drive change through partnership, data, and credibility rather than authority. 

• Union and labor relations experience. 

• Healthcare, labor relations, or multi-site operations experience. 

• Financial and workforce-planning fluency — comfortable talking headcount, turnover cost, and staffing models in the language operations leaders use. 

• A track record of leading teams and creating accountability while keeping culture and engagement strong. 

Work Environment and Job Requirements 

Primarily an office or remote-office environment with regular travel to field locations as needed. Must be able to remain stationary and operate a computer for extended periods, communicate effectively across in-person and virtual settings, and occasionally lift up to 15 pounds. Travel requirements vary by assigned region. 

Bachelor’s degree in Human Resources, Business, or a related field (Master’s or PHR/SPHR/SHRM-CP/SHRM-SCP preferred) and a minimum of 5 years of progressive HR/People experience, including prior people-leadership responsibility.