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About the role
Included Health seeks an Associate HR Business Partner to advise Care organization leaders and support performance management, employee relations, workplace accommodations, and complex people matters. The role is remote and full-time, supports a large non-exempt population, and requires 2+ years of progressive HR business partnering, employee relations, or performance-management experience. A bachelor’s degree is preferred, along with healthcare experience.
Key requirements
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• At least 2 years of relevant experience
• Required skills: HR business partnering, Employee relations, Performance management, Leader coaching and advising, Feedback and documentation, Corrective action, Performance improvement plans, Employment law and HR best practices, Problem-solving, Communication, Expectation management, Data and trend analysis, Relationship building, Influencing leaders, Handling sensitive matters, Workplace accommodations, ADA-related support, Wage and hour compliance, Involuntary terminations
Opportunity details
• Workplace: Remote
• Employment: Permanent
• Posted: Sep 15, 2026
• Original advert language: English
Full vacancy
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Employer’s role description
Job title: Associate HR Business Partner - Care
Department: Talent & Organization
Team: Talent Management
Location: Remote
All locations: Remote
Work type: Full-Time
Workplace type: remote
The Associate HR Business Partner plays a critical role in supporting and advising leaders within our Care organization. Acting as a trusted partner, this role owns and enables strong performance management practices, supports requests for workplace accommodations, and helps leaders navigate complex people matters with sound judgment, empathy, and consistency.
This role partners closely with Supervisors and Managers across a large non-exempt population to build a high-performing, inclusive workplace. The ideal candidate is collaborative, comfortable with ambiguity and shifting priorities, and able to take strong ownership of performance-management and ADA work from initial leader consultation through resolution and follow-through.
Job Responsibilities:
Serve as a primary point of contact and trusted advisor for leaders within the Care organization, including coaching and partnering with Supervisors and Managers on people-related matters.
Own performance-management work for assigned leaders and teams, including ongoing coaching, documentation, corrective action, performance improvement plans, annual and related follow-through.
Advise leaders through complex performance, conduct, and policy matters, helping them assess risk, determine an appropriate path forward, and communicate clearly and consistently.
Strengthen leader capability by providing practical guidance, coaching, tools, and real-time feedback on effective performance management, difficult conversations, documentation, and expectation setting.
Manage expectations effectively with leaders and cross-functional partners by clarifying roles, timelines, risks, decisions, and next steps.
Analyze data and trends to identify opportunities, risks, and inconsistencies across teams, translating insights into recommendations and outcomes that strengthen organizational performance and talent decisions.
Develop and continuously improve performance management resources, processes, and communications, including manager resources, training, and templates to increase manager capability and enable best practices.
Provide employee-relations support, assisting employees and leaders in resolving workplace concerns while ensuring fair, consistent, and legally compliant practices.
Act as a subject matter expert on work-related issues, including performance management, workplace concerns, reasonable accommodations (ADA), wage and hour compliance, and involuntary terminations.
Build and maintain collaborative relationships with internal partners, including Talent Management, HR Operations, Compliance, Talent Acquisition, Learning & Development, and Legal.
Develop and implement proactive strategies, programs, and policies to enhance employee engagement, leader effectiveness, and organizational performance.
Navigate ambiguity and shifting needs with a solutions-oriented approach, using sound judgment to prioritize work and move matters forward without complete information.
Requirements:
2+ years of progressive experience in HR business partnering, employee relations, or performance management.
Experience working in high-volume, frontline, or contact center environments, including support for non-exempt employees.
Demonstrated ability to coach and advise leaders through performance management, including feedback, documentation, corrective action, and performance improvement plans.
Strong understanding of employment laws and HR best practices.
Proven ability to build trusted, collaborative relationships and influence leaders across levels and functions, providing clear, direct, and practical advice.
Strong problem-solving and communication skills, including the ability to manage expectations, translate complex issues into practical recommendations, and move work to resolution.
Strong judgment, attention to detail, and discretion when handling sensitive matters.
Preferred Qualifications:
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
Experience in a healthcare organization.
Pay:
The base salary range for this full-time position is $74,640 – $94,000 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C).
For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA) and Zone D (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA). Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.
Starting base salary for you will depend on several job-related factors, unique to each candidate, which may include education; training; skills; years and depth of experience; certifications and licensure; our needs; internal peer equity; organizational considerations; and understanding of geographic and market data. Compensation structures and ranges are tailored to each zone's unique market conditions to ensure that all employees receive fair and great compensation package based on their roles and locations.
Your Recruiter can share your geographic zone upon inquiry.
Benefits & Perks:
In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more:
Remote-first culture
401(k) savings plan through Fidelity
Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
12 weeks of 100% Paid Parental leave
Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
Work-From-Home reimbursement to support team collaboration home office work
Your recruiter will share more about the salary range and benefits package for your role during the hiring process.
About Included Health
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical.
We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com.
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Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants with arrest or conviction records in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and California law.
Included Health uses AI-assisted tools at select stages of the hiring process to enhance efficiency, consistency, and communication. AI does not make hiring decisions—final decisions are made exclusively by our recruiting and hiring teams.