Hybrid Senior HR Business Partner: Strategy & Talent Leadership

HYBRID: Work a combination of onsite and remote days each week, typically 4 days per week onsite. Job Description SoCalGas, the nation’s largest gas distribution utility, is dedicated to providing safe, reliable, and affordable energy to over 21 million Southern California customers. Through innovation, collaboration, and an unwavering commitment to the needs of our communities we proudly uphold our mindset of “Glad to be of Service” and provide exceptional customer service today and ready to meet California’s energy needs with innovative solutions for tomorrow. As an employee of SoCalGas, you will support our core values to do the right thing, champion people, and shape the future. You will play a pivotal role in the energy transition initiatives, supporting our mission: Safe, reliable, and affordable energy delivery today. Ready for tomorrow. We are committed to attracting top talent and fostering a diverse workforce that reflects the vibrant communities we serve. As an employee of SoCalGas, you’ll enjoy a competitive compensation plan, upward mobility opportunities and the ability to find a true work life balance. Discover the rewards of joining SoCalGas by exploring our website: Our Mission ; Sustainability , In the Community , and Employee Benefits . Join SoCalGas today and become a vital part of a team that is driving innovation, championing community needs, and shaping the future of energy in California . Primary Purpose Delivers expert HRBP services for complex teams or a multi‑function client group. Leads negotiations on talent and organization decisions, resolves sensitive issues, and influences leaders through data‑driven recommendations. Operates with minimal supervision. Duties and Responsibilities Leads workforce planning for a business area; models scenarios for growth, restructuring, or location changes. Drives succession planning and readiness for pivotal roles; defines development moves and timelines. Partners with Compensation to align pay decisions with performance and market positioning; advises on differentiation. Resolves escalated employee relations matters in partnership with ER and Legal; balances precedent and risk. Guides leaders through change initiatives; assesses readiness, crafts communication plans, and measures adoption. Designs targeted retention strategies for high‑risk populations and tracks outcomes. Facilitates leadership team effectiveness sessions and documents commitments. Reviews policy exceptions and recommends consistent, values‑aligned approaches. Performs other duties as assigned. Qualifications Education Required: Typically requires a 4 year degree in a relevant field, or equivalent combination of relevant education and experience. Experience Required: 5 years of related experience. Knowledge, Skills and Abilities Required: Business Partnerships - Acts as a trusted advisor and builds strong relationships with colleagues and the business to drive business performance by demonstrating and applying a deep understanding of the business, the commercial context and the wider world of work to influence value drivers to optimize productivity. Required: Human Resources Administration - Manages the administrative tasks of an organization's HR department, including a wide range of duties such as payroll and compensation, recruiting and staffing, performance and training, labor relations, administering employment benefits and organizational development. Required: HR Strategy - The long‑term plan the HR department designs to align human capital with the organization’s goals, ensuring the workforce contributes effectively to the company’s success. Required: Employee Relationship Management - Developing and maintaining both the individual and collective relationships in the workplace, which covers the contractual, practical, as well as the physical and emotional dimensions of the employee‑employer relationship. Required: Talent Acquisition Management - The process of identifying, attracting, selecting, and retaining highly qualified individuals. Required: HR Policy Development - The establishment, maintenance, and enhancement of human resources policies and procedures that govern employee behaviour and organizational practices. Required: Talent Management - The process of attracting, developing, retaining, and optimizing the performance of employees to meet the organization’s goals. Required: People Management - Managing and optimizing the performance of employees within an organization by setting clear performance goals, providing feedback and coaching, conducting performance evaluations, and implementing strategies to improve employee productivity and engagement. Required: Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyses. Required: Employee Lifecycle Management - The comprehensive view and management of the phases of an employee's career within an organization, including hiring, development, retention and separation. Benefits Medical, dental, and vision packages (plus free Mental Health resources/sessions) 401K company match & Company provided Pension Plan Wellness Programs/Classes Tuition/Education Reimbursement Career Development Tools & Resources through SoCalGas University SoCalGas offers a comprehensive benefits program to help support employees both personally and professionally. These benefits include, but are not limited to: SoCalGas strives to ensure that employees are paid equitably and competitively. Starting salaries may vary based on factors such as relevant experience, qualifications and education. SoCalGas offers a competitive total rewards package that goes beyond base salary. This position is eligible for an annual performance‑based incentive (bonus) as well as long‑term incentive plans and other merit‑based recognition. Company benefits include health and welfare (medical, dental, vision), employer contributions to retirement benefits, life insurance, paid time off, as well as other company offerings such as tuition reimbursement, paid parental leave, and employee assistance programs. Pay Range The estimated pay range for this job. Disclosing pay information promotes competitive and equitable pay. The actual pay rate will depend on the person's qualifications and experience. $103,500.00 - $163,500.00 / year Pay Transparency In order to support the Fair Compensation Strategy by the US Govt., HR Dept., clients are required to adhere to "Pay Transparency Law"; in the impacted states; that have mandated the employers to list the salary ranges in Job advertisements or postings for job opportunities and Job promotions. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, gender expression, sexual orientation, national origin, age, handicap or disability, or status as a Vietnam‑era or special disabled veteran in accordance with state and federal law. If you have a disability that impacts your ability to complete the job application process, please contact the hiring company to request assistance or a reasonable accommodation. All qualified applicants, including those with arrest or conviction records, will be considered for employment following applicable state and local laws. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. For positions covered by USDOT regulations, the company will comply with any DOT regulations related to the consideration of applicants with drug and/or alcohol related convictions. #J-18808-Ljbffr RadNet, Inc.