HR Business Partner Senior II

At Sempra, a better world begins with better energy—and with people who want to make a difference. That’s why we’re tackling the biggest challenges facing our industry while building an high‑performance culture where you can do your best work. Together, our teams support nearly 40 million consumers across the U.S., strengthening the communities we serve and creating impact that extends far beyond the workplace. Here, collaboration, inclusivity and shared purpose empowers you to grow your passion, build a rewarding career and contribute to something bigger—helping shape a better energy future for all. Primary Purpose This position leads and delivers complex enterprise Talent and Culture initiatives that strengthen culture, enable talent strategy, enhance the employee experience, and support change adoption. Translates priorities into integrated programs, practices, and experiences. Partners across HR, leaders, and stakeholders to support workforce needs and drive adoption of key people initiatives in a fast‑paced, enterprise environment. Provides specialized, enterprise‑aware HRBP expertise that shapes how the business plans, develops, and deploys talent over multi‑year horizons. Influences strategy, standards, and governance. Operates with significant autonomy and impact. Duties And Responsibilities Leads and delivers enterprise Talent and Culture initiatives by planning and executing large‑scale programs (e.g., engagement, leadership development, mentorship, workforce experience, and culture efforts), managing complex projects, and translating strategy into actionable plans, governance, and deliverables that enable consistent, scalable execution. Drives cross‑functional integration and solution delivery by partnering across HRBPs, COEs, Communications, business leaders, and vendors to assess needs, align stakeholders, develop business cases, and deliver integrated solutions that strengthen culture, leadership, and employee experience. Enables adoption, insights, and operational rigor by supporting employee listening and action planning, advancing culture and change efforts, monitoring risks and progress, and ensuring compliance with regulatory requirements to sustain enterprise priorities and improve workforce experience. Builds multi‑year people strategies aligned to business roadmaps, including capability build, leadership pipelines, and location strategy. Leads organization effectiveness assessments. Partners with Compensation on pay architecture, role design, and incentive alignment for strategic initiatives. Oversees complex investigations or restructurings with ER and Legal; ensures fairness, documentation, and risk control. Defines talent segmentation and mobility strategies; measures progression and bench strength. Establishes governance rhythms for performance, succession, and workforce planning across the client group. Sponsors culture and engagement programs; sets goals and evaluates impact. Coaches senior leaders on leadership behaviors, team dynamics, and change leadership. Performs other duties as assigned. Education Typically requires a 4 year degree in a relevant field, or equivalent combination of relevant education and experience. Bachelor's degree in Human Resources, Organizational Development, Business Administration is preferred. Master’s degree in Human Resources, Industrial/Organizational Psychology, or Business Administration is preferred. Experience Typically requires 8 years of related experience. Experience in Human Resources, project/program management, or related business functions. Experience leading enterprise HR initiatives (e.g., engagement surveys, leadership development, talent management, culture initiatives) and managing external vendors. Experience operating in an enterprise HR environment with broad coordination across HRBPs, COEs, Communications, and business stakeholders. Experience translating strategy into executable plans with clear governance, timelines, and measurable outcomes. Familiarity with HR systems and tools such as engagement survey platforms, HRIS (e.g., Workday, SuccessFactors), and collaboration tools (e.g., Teams, SharePoint, Loop). Must reside in Southern California or be willing to relocate upon hire. Knowledge, Skills and Abilities Strong stakeholder facilitation skills, including the ability to synthesize input and drive alignment across senior leaders. Knowledge of organizational change, employee engagement, talent management, culture strategy, and leadership development frameworks. Ability to support a strong culture through enterprise programs, partnerships, and coordinated follow‑through. Ability to bring focus and organization to complex, evolving work. Ability to link talent and culture initiatives to employee experience and business results. Ability to promote consistency across the enterprise while responding to stakeholder and business needs. Ability to provide leaders with timely, clear information to support decisions and execution. Business Partnerships - Ability to build and maintain trusted relationships with leaders, employees, and stakeholders by understanding business operations, organizational priorities, and workforce needs to provide strategic HR guidance and influence business outcomes. Human Resources Administration - Knowledge of HR processes and administrative practices, including workforce data management, employee records, recruiting support, compliance, and HR systems. HR Strategy - Ability to align HR programs, initiatives, and workforce planning activities with organizational objectives to support business performance and long‑term talent needs. Employee Relationship Management - Skill in fostering positive employee relations, resolving workplace concerns, supporting conflict resolution, and maintaining productive partnerships between employees, managers, and the organization. Talent Acquisition Management - Knowledge of recruitment and selection practices, including sourcing, interviewing, candidate assessment, hiring processes, and workforce planning to attract and retain qualified talent. HR Policy Development - Ability to interpret, develop, communicate, and implement HR policies, procedures, and guidelines that ensure compliance, consistency, and effective workforce management. Talent Management - Knowledge of talent management practices, including performance management, succession planning, leadership development, employee growth, retention strategies, and career development. Data Analysis - Skill in collecting, analyzing, interpreting, and presenting workforce data and metrics to identify trends, support decision‑making, and develop actionable recommendations. Employee Lifecycle Management - Knowledge of employee lifecycle processes, including recruitment, onboarding, development, performance management, retention, workforce transitions, and separation activities. #J-18808-Ljbffr Sempra