About the Role

The Human Resources Business Partner (HRBP) plays a strategic and operational role in driving people initiatives that support business growth, employee engagement, and organizational effectiveness. Reporting to the SVP of Human Resources, this role is responsible for executing the HR roadmap, advising leadership, and delivering solutions across performance, development, benefits, and culture. The HRBP will also support the integration of a newly acquired workforce, with a strong emphasis on California labor law compliance.

Key Responsibilities

Strategic HR Partnership

• Collaborate with senior HR leadership to implement company-wide people strategies

• Align HR initiatives with short- and long-term business priorities

• Partner with business leaders to inform decisions using data and insights

• Lead change management efforts and support organizational agility

Employee Development & Performance Enablement

• Identify talent gaps and build development plans with department leaders

• Manage performance processes including goal setting, reviews, and coaching

• Support succession planning and career pathing for key roles

• Foster a culture of continuous feedback and growth

Total Rewards & Benefits Strategy

• Oversee benefits strategy execution and annual open enrollment

• Lead employee communications to improve understanding and engagement

• Monitor benefit trends and evaluate program effectiveness with external vendors

Employee Relations & Culture Stewardship

• Advise managers on team dynamics, performance, and conflict resolution

• Conduct and resolve complex employee relations investigations

• Drive engagement and culture initiatives in partnership with HR leadership

• Use survey and exit interview data to improve retention and morale

Compliance, Systems & HR Operations

• Ensure compliance with federal, state, and local employment laws, including California-specific regulations

• Partner with Payroll, IT, and HR teams to maintain accurate HRIS data

• Manage audits related to benefits, leave, and employee records

Enterprise Projects & Strategic Initiatives

• Support special projects including DEI strategy, policy modernization, and technology implementation

• Drive innovation and continuous improvement across HR practices

• Advise leaders on workforce planning, organizational structure, and change readiness

Qualifications

• 7+ years of progressive HR experience with both strategic and operational responsibilities

• 3+ years in an HR leadership or management role

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred

• Strong background in employee relations, performance management, talent development, and benefits

• Experience supporting multi-state workforces and mergers/acquisitions

• Deep understanding of California labor laws and compliance requirements

• Proficiency in HRIS systems (Paycom preferred) and Microsoft Office Suite

• Strong project management, communication, and coaching skills

• Ability to work independently in a remote environment

• Analytical mindset with experience using HR data for decision-making

• Excellent documentation and organizational skills

Core Competencies

Instills Trust

• Builds trust through integrity and follow-through

Self-Awareness & Interpersonal Savvy

• Seeks feedback and responds constructively

• Understands and adapts to others’ emotions and behaviors

Plans and Aligns

• Prioritizes work to meet business goals

• Breaks down objectives into actionable plans

• Adjusts plans proactively to meet changing needs

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