People Business Partner

COMPANY: Sharks Sports and Entertainment, LLC LOCATION: SAP Center REPORTS TO: Senior Manager, Employee Experience POSTING DATED: September 17, 2026 Pay Range: The pay range for this role is $80,000 - $86,000 per year Actual base pay will be determined based on permissible factors such as transferable skills, work experience, market demands and primary work location. The base pay range provided is subject to change and may be modified in the future. Position Overview The People Business Partner provides practical, responsive, and solutions‑oriented People & Culture support to leaders, managers, and employees across Sharks Sports & Entertainment (“SSE”). Serving as a trusted partner to assigned business areas, this role advises managers on employee relations, performance management, talent and workforce planning, organizational changes, employee development, and the consistent application of SSE policies and employee practices. The People Business Partner independently manages a broad range of day‑to‑day employee matters while exercising sound judgment regarding when to escrow complex, sensitive, or higher‑risk issues. This position is an individual contributor and provides day‑to‑day functional guidance, prioritization, and coaching to other People & Culture staff, but does not serve as their direct people manager. Essential Duties and Responsibilities: Serve as a primary People & Culture partner to assigned departments, developing an understanding of business operations, workforce needs, and organizational priorities and translating those needs into practical people solutions. Manage employee relations matters, including employee complaints and concerns, workplace investigations, corrective and disciplinary actions, and related documentation; appropriately escal9 significant or sensitive matters. Advise and coach leaders and managers on employee relations, performance management, attendance and conduct issues, employee development, policy interpretation, and effective people-management practices. Guide managers through goal setting, coaching, performance improvement, performance evaluations, difficult conversations, and employee development. Partner with leaders on compensation decisions, personnel actions, organizational changes, department reorganizations, workforce planning, and other matters affecting employees. Collaborate with the Talent Acquisition Partner and hiring managers on workforce needs, recruitment strategies, candidate selection, and onboarding, including the delivery of New Hire Orientation and compliance training. Manage employee offboarding processes and provide leaders and managers with workforce insights, trends, and recommendations to support informed people decisions. Support the annual performance review, merit, compensation, and other recurring People & Culture processes. Partner with leaders on employee engagement, retention, succession and talent planning, and other organizational effectiveness initiatives. Advise managers on the consistent application of company policies and employment practices and support compliance with applicable federal, state, and local employment laws. Partner with Benefits, Payroll, Legal, and other appropriate stakeholders regarding employee leaves, reasonable accommodations, wage and hour matters, and other employment‑related issues. Maintain timely, accurate, and confidential employee records, investigation files, performance documentation, and other HR records. Collaborate effectively with Payroll, Benefits, Talent Acquisition, Legal, Finance, and other departments to address employee and organizational needs. Review workforce data and employee trends to identify potential risks, recurring issues, and opportunities improve the employee experience and organizational effectiveness. Provide day‑to‑day functional guidance, training, prioritization, and coaching to other People & Culture staff. Develop, coordinate, and facilitate training and resources designed to strengthen manager capability and employee development. Participate in and support People & Culture programs, projects, and initiatives as assigned. Minimum Qualifications Bachelor’s degree in human resources, business administration, organizational development, or a related field, or an equivalent combination of education and relevant professional experience. At least four years of progressively responsible human resources experience, including meaningful experience supporting employee relations and advising managers. Spanish language proficiency, including reading, writing, and translation, required. Demonstrated experience with employee relations, workplace investigations, performance management, recruitment and/or talent processes, and HR compliance. Working knowledge of federal and California employment laws and HR practices, including wage and hour, leaves of absence, reasonable accommodations, and anti‑discrimination and anti‑harassment requirements. Comfortable navigating ambiguity and adapting quickly to changing priorities, business needs, and situations while maintaining sound judgment and a solutions‑oriented approach. Demonstrated ability to build credibility and effective working relationships with leaders, managers, employees, and cross‑functional partners. Strong judgment and ability to identify and appropriately escal9 sensitive, complex, or higher‑risk employee matters. Strong written and verbal communication, judgment, organization, and problem‑solving skills. Ability to independently manage multiple priorities in a fast‑paced work environment while handling confidential and sensitive information with discretion. Proficiency with Microsoft Office and HR information systems. Preferred Qualifications HR certification, such as PHR, SPHR, SHRM‑CP, or SHRM‑SCP, or comparable CA‑focused HR certification. Experience in sports, entertainment, hospitality, events, union environments, and/or another fast‑paced, customer‑facing service environment. Experience supporting a workforce that includes full‑time, part‑time, hourly/nonexempt, seasonal, or event‑based employee populations. Experience supporting employees and managers across multiple locations or operating environments. Experience providing functional guidance, training, or work direction to HR support staff. Experience analyzing workforce data and using trends or metrics to inform recommendations to leaders. Ability to sit, stand and utilize a computer for extended periods of time Communicate via phone and email with a variety of individuals Ability to bend at the waist, reach overhead and lift up to 25 lbs with or without accommodation Physically navigate stairs at SSE facilities during normal work hours and events with or without accommodation Ability to work occasional extended hours including nights, weekends, holidays (all with advance notice) Ability to work in a cold environment for extended periods, as the position may support operations at ice rink facilities. Will be required to travel to other company locations, including visits to Sharks Ice locations in San Jose, Fremont, and Oakland. May be required to attend conference, events, and training sessions within Bay Area or in‑or‑out‑of‑state locations. What We Offer Competitive compensation (base salary and variable incentive plan) Medical/Dental/Vision/Flexible Spending Accounts (all LGBTQ+ friendly) 401K (pre‑tax and Roth options) Generous Paid Time Off Minimum of 10 Paid Holidays and Wellness Days per year Complimentary or discounted sports and event tickets Other League & partner discounts Central office location in downtown San Jose at the heart of Silicon Valley; convenient access to Caltrain, VTA, major freeways and free parking An inclusive culture which values diversity of background and a passion to improve our SSE’s commitment to change with impact on our community and industry Potential for flexible scheduling and telework opportunities Access to on‑site EV charging stations on non‑event days This position is not eligible for U.S. work authorization sponsorship. Summary: Born in 1991, Sharks Sports and Entertainment (“SSE”) has grown into a multi‑faced organization that includes the SAP Center, the NHL San Jose Sharks, the AHL San Jose Barracuda, the Tech CU Arena, three Sharks Ice facilities, and the non‑profit Sharks Foundation. Additionally, we are growing our organization through expansion in the Bay Area and surrounding communities in Northern California. We work and play in the Bay Area, and are deeply influenced by the technology, innovation, diversity, and commitment to excellence that surrounds us. Our culture is transforming to reflect those values, with an eye towards a pioneering, forward‑thinking, and inclusive environment in sports and entertainment. We live, work, and innovate by a set of Pioneering Principles: T – Team success is more important than individual success E – Exceptional experience is non‑negotiable in everything we do A – Appreciate others for their diversity and opinions M – More risk leads to more rewards and expands our comfort zones T – Trust that all teammates have the best intentions E – Empower all teammates to make informed decisions A – Always say what you really mean and do what you say L – Lead by showing the respect to others you expect from them We strive to unite people through a shared love of ice sports, entertainment, and our hometown. We are #TealTogether. Our Commitment to Diversity, Inclusion & Belonging Here at Team Teal, we recognize and celebrate that individuals come with a wealth of experience and talent well beyond any list of required skills and qualifications – in fact, we believe diversity of backgrounds and skills, combined with passion, are the most important keys to meaningful innovation and excellence. Therefore, we encourage people from all backgrounds to apply to ourpositions. Please let us know if you require accommodations during the interview process. Equal Opportunity Employer Sharks Sports and Entertainment is an equal opportunity employer. We accept our responsibility to make employment decisions without regard to race, religious creed, color, age, sex, sexual orientation, gender identity, gender expression, national origin, marital status, medical condition as defined by state law (genetic characteristics or cancer), physical or mental disability, military service or veterans’ status, pregnancy, childbirth and related medical conditions, genetic information, or any other classification protected by applicable federal, state, and local laws and ordinances. Notice to Recruiters and Agencies SSE recruits candidates directly, rather than through third‑party recruiters or agencies. Under no circumstances will SSE pay a fee for candidates submitted or presented without a signed recruiting agreement in place between SSE and the recruiter or agency prior to the submittal; any submittal must be for requisition specifically and individually assigned in writing by SSE’s HR department. In the case of candidate(s) submitted or presented to SSE by a recruiter or agency without a signed agreement AND written assignment by SSE Human Resources, SSE explicitly reserves the right to pursue and hire those candidate(s) with no financial obligation to the recruiter or agency. #J-18808-Ljbffr San Jose Sharks