HR Business Partner

Jenni Kayne is a California-based lifestyle brand that aims to empower an elevated approach to everyday living. Whether it’s our edited style ethos or coveted interiors sensibility, we work hard to create a world that's inviting and intentional. From our stores across the country to our operations and corporate teams, we believe in the power of a workplace that’s built on diversity and inclusion—where the varied voices and viewpoints of our community pave the way. About the Role: As an HR Business Partner, you will work closely with our VP of Human Resources and leaders across the business to deliver practical people solutions in a fast-paced, multi-state environment. You will support our corporate office and distribution centers, and our retail fleet. You will advise managers and employees on employee relations, performance management, talent development, and organizational effectiveness. You will also provide hands on generalist support across HR operations, policy, and compliance, and you will own the bi-weekly payroll process and payroll tax administration. You are solutions oriented, highly organized, and able to build trust with leaders at every level. You move easily between strategic conversations and day to day execution, manage competing priorities on your own, and use sound judgment to meet the needs of both the business and our people. Role & Responsibilities: As the HR Business Partner, your primary responsibilities include the following: HR Business Partnership Serve as the primary HR partner to Retail leadership, including Retail Sales Directors, Area Managers, and Store Managers. Provide practical, proactive coaching and guidance on employee and business needs. Coach managers on performance management, attendance, corrective action, team dynamics, and employee development. Partner with leaders on organizational planning, staffing needs, retention, and succession planning. Conduct regular field visits and maintain a strong understanding of the employee experience across retail locations. Employee Relations & Performance Management Manage day-to-day employee relations matters and provide consistent guidance to leaders. Conduct workplace investigations and document findings and recommendations. Review and support written warnings, performance improvement plans, and other corrective actions. Partner with the VP of HR on terminations and complex or high-risk employee relations matters. Payroll & HR Operations Own the end-to-end bi-weekly payroll process, including preparation, data validation, auditing, processing, reconciliation, and post-payroll review. Ensure compensation changes, bonuses, commissions, deductions, timekeeping, new hires, terminations, and other payroll inputs are accurately processed. Serve as the primary point of contact for employee payroll questions and resolve payroll discrepancies. Own payroll related state tax notices and correspondence, including researching issues, coordinating responses, tracking open matters, and working directly with ADP and applicable state agencies. Identify opportunities to improve payroll accuracy, controls, and efficiency. Maintain employee data and HR records within ADP Workforce Now. Leaves, Accommodations & Workers' Compensation Assist with administration of employee leaves of absence and workplace accommodations. Coordinate required documentation and communicate with employees, managers, benefit providers, and applicable third-party administrators. Manage workers' compensation claims, including incident documentation, carrier reporting, and employee/manager follow-up. Escalate complex leave, accommodation, and workers' compensation matters to the VP of HR as appropriate. Talent & Employee Experience Partner with leadership on recruiting and selection for key Retail positions. Support onboarding and offboarding processes. Coach leaders on employee engagement, retention, and development. Identify trends across the organization and recommend solutions to strengthen the employee experience. Support performance review cycles, talent assessments, and succession planning. Compliance & Reporting Support wage and hour, meal and rest break, leave, payroll, and other employment compliance requirements. Maintain accurate employee documentation and confidential HR records. Support HR audits and other compliance initiatives. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of progressive HR experience, preferably supporting a multi-location retail or consumer organization. Strong employee relations and investigation experience. Hands-on payroll processing experience required – ADP Workforce Now experience strongly preferred. Experience supporting a multi-state employee population. Working knowledge of federal and state employment laws and HR best practices. Demonstrated ability to coach managers and influence leaders at multiple levels. Strong judgment and ability to independently manage sensitive and confidential matters. Highly organized with exceptional attention to detail and ability to manage competing priorities. Comfortable working in a lean HR environment where both strategic thinking and hands-on execution are required. Travel as needed to support store visits. Physical requirements Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Additional Notes This job description is not all inclusive. In addition, Kayne LLC dba Jenni Kayne reserves the right to amend this job description at any time. Kayne LLC is an Equal Opportunity Employer, committed to a diverse and inclusive work environment. The annual base salary range for this position is $100,000 - $110,000. The base salary is determined by experience, education, skills, and location. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. As set forth in Jenni Kayne’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Jenni Kayne