HR Business Partner

Regional HR Business Partner (Union Environment) | Northern California 30% travel around Northern California 100% Onsite in San Francisco when not traveling around multiple site locations throughout Northern California Search Overview Vaco/Highspring has been engaged by a Nationally Recognized Industry Leader to identify a Regional HR Business Partner supporting a large, multi-location field operation. The role aligns directly with the company’s national HR and Talent strategy, partnering closely with both corporate leadership and on-site operations teams. Compensation Base Salary: $115,000-$135,000 annually. This range represents a good-faith estimate of the compensation expected for this position. Final compensation will be determined based on experience, qualifications, skills, and other job-related factors. COLA: 10% Cost of living adjustment in addition to base salary (COLA) Annual Bonus: 15% discretionary Company Vehicle Provided (includes Insurance and Gas!) Full Benefits Package Medical, dental, vision, life, and disability insurance 401(k) with employer match Paid time off (PTO) Transit and parking reimbursement Employee assistance resources (wellness, financial, legal) Optional supplemental benefits (legal support, FSA, identity protection) Key Role Requirements Travel: Must be willing and able to travel at least 30% of the time across Northern California 24/7 Operations Support: Must be comfortable supporting a 24/7 field operation, including occasional after‑hours or off‑shift work as business needs arise. Metrics-Driven & Merit-Based: Must bring a proven ability to track, interpret, and deliver on key HR metrics (turnover, PT/FT, employment engagement survey analytics, learning/compliance) in a merit-driven culture. Self-Starter: Must be highly motivated, proactive, and able to learn new systems and processes independently. Role Overview This is a 100% onsite position based in San Francisco when not traveling, this is not a remote or hybrid position, the role includes 30% travel on average yearly with peak travel in the summer months. Candidates must currently reside in San Francisco within commutable distance. Remote or relocation candidates will not be considered due to the urgency of this hiring need. The HRBP will provide daily HR support and employee relations guidance to local managers and field operations teams in a high‑volume, metric‑driven environment. Key Responsibilities Serve as an internal business partner, delivering comprehensive HR programs, initiatives, and solutions to assigned field locations and functional areas across multiple territories/worksites. Be a key member of the HR leadership team, providing both strategic and tactical support for a region covering up to 1000 employees across hourly workforce population including FT, PT. Maintain a strong field presence: regularly visiting sites, building relationships, and acting as a first point of contact for HR matters, policy questions, and day‑to‑day support. Manage and resolve a wide range of employee inquiries, including onboarding, benefits, FMLA, I‑9s, employee relations, and investigations. Ensure HR compliance with both legal requirements and company policies for all supported departments and sites. Collaborate with management to define talent needs and implement HR programs and practices (e.g., organizational design, workforce planning, talent review, succession planning, talent acquisition, compensation management) that support location needs and company goals. Facilitate leadership development, performance management, coaching, corrective actions, and employee recognition programs. Analyze data and retention trends, proactively addressing issues to improve employee satisfaction and reduce turnover. Lead or participate in the rollout of new HR platforms and initiatives, quickly adapting to evolving systems and tools. Support the HR Director and contribute to broader people operations projects as needed. Qualifications & Experience Bachelor’s degree is a Must‑Have Minimum of 5 years of progressive HR Generalist and/or HR Business Partner experience as a Strategic Leader, including measurable, metrics‑driven impact in fast‑paced, field‑based operations. Strategic Business Leader, people management experience nice to have but not required. Experience working with Unionized employee groups is a MUST-HAVE Travel Flexibility: Proven ability to travel 30% on an average yearly basis and work across multiple sites city‑wide with busy seasons at certain times of year. Strong track record with HR analytics/metrics (turnover, PT/FT, employee survey, learning/compliance), and experience driving measurable business outcomes. Demonstrated success supporting 24/7 operations and ability to flex to off‑hours as required. Experience supporting high‑volume, field‑based operations and hourly workforce populations (such as manufacturing, distribution/logistics, Hospitality or Retail) Demonstrated success operating in organizations with multiple locations, complex schedules, and shifting priorities. Extensive experience handling employee relations, investigations, conflict resolution, and policy interpretation. Strong track record of partnering with management to drive engagement, retention, and business outcomes. High comfort level with HR systems, data analysis, and reporting (prior experience with benefits, FMLA, onboarding, or similar platforms a plus). Exceptional organizational, communication, and problem‑solving skills. Willingness and ability to travel regularly within the region is a must. SHRM-CP, SHRM-SCP, or similar HR certification preferred. Ideal Candidate Enjoys working directly with employees in the field and is energized by building relationships at all levels. Comfortable and willing to travel 30% across multiple sites. Thrives in 24/7 operations and can flex to occasional off‑hours support if ever needed. Metrics‑driven, results‑focused, and operates well in a merit‑based environment. Self‑starter with demonstrated initiative and independent problem‑solving. Thrives in high‑volume, fast‑paced settings and can pivot quickly between priorities. Comfortable balancing urgency with empathy, and proactively seeks solutions to complex challenges. Takes initiative, is self‑sufficient, and adapts quickly to new systems or changes in direction. Committed to supporting a positive workplace culture and driving real business outcomes. The role is a high‑impact opportunity for a hands‑on HR Strategic Business Partner who thrives in the field and understands the nuance of supporting large, dynamic workforces. If you’re energized by aligning people strategy with operational execution, this could be your next move. #J-18808-Ljbffr