Sr. HR Business Partner

The SR HR Business Partner (SR HRBP) serves as a strategic and tactical advisor to divisional leadership within a fast-growing Industrial Services business operating in heavy industrial environments. This role partners closely with senior leaders to design and scale the organization, attract and retain critical talent, align compensation programs with growth objectives, and proactively address employee relations (ER) and workforce challenges in a safety-sensitive, decentralized service model. This role will support a headcount of 500 employees, heavily focus in California (200 EE's) with branches also located in WA, OR, CO, NV, AZ, OH, IL, IN, FL, NC, NJ, and continuing to expand nationwide. Given the extreme growth experienced in a short timeframe, this role requires a leader who thrives in ambiguity, balances long-term strategy with near-term execution, and is comfortable being highly visible in the field. Essential Functions Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support rapid growth, operational efficiency, and scalability. Translate business strategy into actionable people plans, workforce forecasts, and succession strategies. Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring. Strategic Business Partnership & Organizational Design Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support rapid growth, operational efficiency, and scalability. Translate business strategy into actionable people plans, workforce forecasts, and succession strategies. Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring. Talent Acquisition & Workforce Planning Collaborate with Talent Acquisition to develop and execute targeted hiring strategies for industrial, technical, and leadership roles in competitive labor markets. Advise leaders on workforce planning, talent gaps, and proactive pipeline development to support sustained growth. Participate in the interview and selection process for key leadership and hard-to-fill roles. Compensation Planning & Performance Management Partner with Compensation to support annual compensation planning, job architecture, and pay decisions that are competitive, equitable, and aligned to division performance. Advise leaders on incentive programs, retention strategies, and corrective actions related to performance and pay. Support performance management processes, leadership development planning, and succession readiness. Employee Relations, Compliance & Risk Mitigation Provide hands‑on guidance and support to leaders and managers on complex employee relations matters, including investigations, corrective action, and terminations. Ensure consistent, legally defensible, and values‑based application of policies across a multi‑site industrial environment. Partner with Legal, Safety, and Operations to mitigate employee‑related risk while supporting business execution. Stay current on federal, state, and local labor laws impacting the division, particularly in safety‑sensitive and industrial settings. Field Engagement & Leader Enablement Maintain a strong on‑site presence across facilities to build credibility with leaders and employees. Coach and develop frontline and mid‑level leaders on people management, documentation, performance conversations, and employee engagement. Act as a connector between corporate COEs (HR Operations, Safety, TA, Comp & Benefits) and the field to ensure practical, timely solutions. Workers’ Compensation, Leave of Absence & Return‑to‑Work Management Serve as the divisional HR lead for workers’ compensation and leave of absence (LOA) management, partnering closely with Benefits, Safety, Risk, and Legal. Support leaders in managing industrial injury claims, ensuring timely reporting, appropriate documentation, and consistent follow‑through aligned with safety and compliance standards. Guide managers on job accommodations, modified duty, and return‑to‑work programs to minimize lost time and support employee recovery while balancing operational needs. Provide oversight and strategic input on FMLA, ADA, state‑specific leave laws, and company LOA policies, ensuring consistent, legally defensible application across locations. Coach leaders on communicating effectively and empathetically with employees navigating injuries or extended leaves in a safety‑sensitive, service‑driven environment. Ensure LOA and workers’ comp practices scale appropriately in a high‑growth environment with frequent hiring, mobility, and field‑based roles. Education & Essential Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or SHRM/SPHR preferred. 7–10+ years of progressive HR experience, including HRBP experience supporting operations, industrial services, manufacturing, construction, or field‑based service organizations. Proven experience operating in high-growth, fast-changing environments requiring both strategic influence and tactical execution. Strong working knowledge of employee relations, labor and employment law (CA required), compensation fundamentals, and organizational design. Demonstrated ability to influence senior leaders and coach managers at all levels. Comfortable working in heavy industrial, safety‑sensitive environments and traveling extensively (40%+). Driver license and ability to fly by plane Key Competencies Comfortable analyzing data and using AI and excel Business acumen and operational mindset Strategic thinking with hands‑on execution Credibility with frontline and senior leaders Change leadership and resilience Strong communication and relationship‑building skills This role operates in a combination of office, field, and industrial service locations, including active job sites, shops, and customer facilities. The HRBP must be comfortable working in environments with exposure to industrial hazards and adhere to all safety requirements while on‑site. Crystal Clean LLC is an Equal Opportunity Employer. Crystal Clean expressly values diversity, equity, and inclusion, and encourages the applications of individuals from diverse backgrounds, so that Crystal Clean reflects the communities and customers that we serve. The anticipated salary range for this position is , $120,000.00 - $145,000.00 and includes benefits such as the following: Health, Dental and Vision insurance Wellness Program Flexible Spending Accounts Life Insurance Long-Term Disability Employee Assistance Program Tuition Reimbursement #J-18808-Ljbffr