Senior HR Manager

About Face Reality: Face Reality Skincare was created with one goal: to give people clear skin for good. With over 50 million people experiencing the physical and emotional toll of acne each year in the US, we made it our mission to develop an effective way to achieve clear skin through our clinically verified Clear Skin MethodTM, an adaptive method combining in-clinic treatments from certified skincare professionals, personalized at home product routines and lifestyle guidance. We are dedicated to giving not just real results but celebrating people and their skin at every part of their journey. Our Core Values Integrity, Inclusion, Collaboration, Adaptability, Accessibility Our supportive business model ensures that everyone has a clear path to success and growth. We foster an inclusive space in which people are valued for who they are and are encouraged to collaborate to see goals fully realized. Fostering an open, honest culture gives us the opportunity to achieve greater trust internally and externally. Remaining flexible and adaptive allows us to remain responsive to the ever-changing world. Doing right, even if it is difficult, is of the utmost importance. Senior HR Manager plays a crucial role in providing strategic support to leaders, leading and managing various aspects of HR including employee relations, performance management, training and development, compensation and benefits, and HR compliance. The Senior HR Manager collaborates with senior leadership to develop and implement HR strategies aligned with the organization's goals and objectives. They serve as a trusted advisor to management and employees on HR-related matters, promoting a positive work culture and employee engagement. *Please note that this is a hybrid position working out of our corporate office in San Ramon, CA every Tuesday - Thursday and working remotely Mondays and Fridays. RESPONSIBILITIES / ESSENTIAL FUNCTIONS Strategic HR BP Serve as a strategic HR BP to various functions and departments Partner with leaders to identify long-term workforce needs and develop talent management strategies accordingly Use people data to inform leadership decisions Independently manage assigned HR programs, policies and projects from design through execution with final approval by VP, HR Employee Relations Lead employee investigations through resolution and make recommendations on outcomes Serve as a mediator in resolving employee conflicts and grievances Provide guidance and coaching to managers on employee relations issues Partner with outside counsel (if applicable) Own day‑to‑day employee relations strategy with escalation to VP, HR as needed Performance Management Partner with leadership to calibrate performance and manage risk Identify training and development needs to enhance employee performance and career growth Work with VP, HR to implement strategic solutions Training and Development Partner with the VP, HR to identify training needs based on organizational goals and individual performance assessments Partner with the VP, HR to develop and implement training programs to enhance employee skills and capabilities, including leadership development or manager capability building Compensation and Benefits Coach management on compensation and benefits programs, including salary administration, incentives, and employee benefits packages Conduct benchmarking and analysis to ensure competitive compensation practices Administer employee benefits programs and ensure compliance with regulations HR Compliance Stay updated on employment laws and regulations to ensure HR policies and practices are compliant Assist with the development of HR policies to maintain legal compliance and mitigate risks Partner with HR Generalist and VP, HR to assist with audits and assessments to monitor compliance with HR regulations Employee Engagement and Culture In partnership with HR Department, foster a positive work culture and employee engagement initiatives Design and outcomes of the company’s Health and Wellness plan, with execution support from the HR Generalist Partner with business leaders to identify strengths, opportunities and action plans based on engagement survey results Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred) 8-10 years of proven experience as a Strategic HR BP, HR manager or similar senior HR role Change management Organizational design Strong understanding of employment laws and regulations in multiple states, with emphasis on California Proficient with Microsoft Office 365 platform Proficient HRIS user, preferably Rippling Core Leadership Competencies Anticipates HR risk and addresses them before escalation Leads initiatives end‑to‑end with minimal direction Drives outcomes in fast‑moving ambiguous environments Sets pace and holds others accountable to timelines Strategic thinker with the ability to translate business goals into HR initiatives Executive communication and influence Preferred Experience in a startup, early‑stage, or fast‑scaling company HR certification (PHR, SHRM‑CP) a plus but not required Physical Requirements Must be able to lift and carry objects weighing up to 25 pounds Ability to stand, walk and bend for extended periods Excellent hand‑eye coordination and manual dexterity Ability to perform repetitive tasks with accuracy and attention to detail Must be able to communicate effectively in verbal and written form Comfortable lifting, pushing, and pulling equipment and materials Comfortable using a computer, keyboard, and mouse Opportunities Partake in and contribute to a high‑growth brand journey Be part of a high performing growing team Contribute to executing initiatives across professional channels Salary: $135k-$148k per year plus 15% bonus and full benefits package. *Please note this position is not eligible for visa sponsorship. Candidates must have authorization to work in the US without current or future sponsorship. #J-18808-Ljbffr