Human Resources Business Partner

A growing, multi-unit organization is seeking an experienced Human Resources Business Partner to provide HR leadership across a geographically dispersed in the California market. The HR Business Partner will work closely with field Operations leadership to drive people strategies, strengthen leadership capabilities, support employee engagement, manage employee relations, and ensure consistent execution of HR programs and practices. This role requires a strong field presence and a leader who enjoys working directly with operational teams. The HR Business Partner will serve as a trusted advisor to market leadership while partnering closely with corporate HR and other Support functions.

KEY RESPONSIBILITIES

HR AND OPERATIONS PARTNERSHIP

Build a strong partnership with Operations leadership to align HR strategies with market and business priorities. Partner closely with the senior Operations leader for the market to assess staffing needs, workforce trends, talent priorities, and organizational challenges. Provide HR guidance and coaching to field leaders regarding talent, performance, employee engagement, organizational effectiveness, and workforce planning. Serve as a liaison between field Operations and corporate HR and Support functions.

TALENT AND STAFFING

Partner with Operations leadership to maintain appropriate staffing levels across locations. Support succession planning, bench planning, internal talent development, sourcing, and recruitment. Partner with field leadership to regularly review talent pipelines and identify development opportunities for emerging leaders. Support internal promotions and external hires through consistent offer, onboarding, and transition processes. Partner with Operations leadership on onboarding for newly hired and promoted managers, including orientation, benefits, training schedules, and role expectations.

LEADERSHIP TRAINING AND DEVELOPMENT

Participate in and facilitate training programs for new and current managers. Deliver HR-focused training covering manager responsibilities, employment practices, performance management, compliance, employee relations, and other people-related topics. Expand manager training over time to include additional people-leadership and employee-development content. Help build the capabilities of field leaders to independently coach, develop, and manage their teams. Partner with Operations leaders to identify performance or capability gaps and recommend appropriate development solutions.

EMPLOYEE ENGAGEMENT AND FIELD PRESENCE

Conduct regular location visits throughout the assigned market. Build strong relationships with managers and team members while assessing employee engagement, leadership effectiveness, workplace culture, and overall employee experience. Identify employee-engagement opportunities and partner with Operations leadership on appropriate action plans. Promote a positive, inclusive, respectful, and high-performing workplace culture.

EMPLOYEE RELATIONS

Manage employee-relations matters, including employee calls, emails, complaints, workplace concerns, and escalations. Provide guidance and coaching to Operations leaders regarding disciplinary actions, performance concerns, terminations, and other employee-relations matters. Ensure performance-management processes and supporting documentation meet company standards. Lead or support workplace investigations and resolution of employee-relations concerns. Partner with HR leadership and Legal resources on complex employee-relations matters and employment claims. Support responses to governmental or regulatory employment-related matters when needed.

PERFORMANCE MANAGEMENT

Partner with Operations leaders to strengthen performance-management practices throughout the market. Ensure employee performance reviews occur at appropriate levels and within established company timelines. Coach leaders on documentation, performance feedback, corrective action, goal setting, and accountability. Support leaders in addressing performance concerns while maintaining consistency and appropriate risk management.

COMPLIANCE AND RISK MANAGEMENT

Ensure assigned locations remain current with federal, state, and local labor and employment requirements. Monitor compliance related to employment postings, personnel files, Form I-9 requirements, minor work permits, payroll processes, required breaks, employee documentation, and related employment practices. Stay current on proposed and enacted employment legislation impacting the assigned market. Partner with HR leadership and Legal to implement appropriate policy or process changes. Ensure annual and state-specific required employee and manager training is completed. Monitor applicable driver or transportation-related compliance requirements for employees with driving responsibilities.

HR SYSTEMS AND PROCESSES

Serve as a primary HR resource for field management regarding HR systems and people processes. Ensure appropriate processes and approvals are completed for transfers, leaves of absence, background checks, employee documentation, status changes, promotions, and other employment actions. Track employee changes and maintain appropriate reporting and documentation. Manage or support the background-check process and consult with Operations leadership when additional review is required.

TRAVEL

This position requires regular travel and an active presence throughout the market. Frequent field visits are an important part of building relationships with Operations leaders and employees and maintaining a strong understanding of market needs.

EDUCATION AND EXPERIENCE

Minimum of 5 years of progressive Human Resources experience. Experience supporting multi-unit, geographically dispersed operations strongly preferred. Experience within restaurants, retail, hospitality, fitness, consumer services, or another high-volume field organization preferred. Bachelor’s degree in Human Resources, Business, or a related discipline preferred. SHRM or HRCI professional certification is a plus.

QUALIFICATIONS

High level of integrity, professionalism, judgment, and confidentiality. Strong understanding of employee relations, employment practices, performance management, talent development, and HR compliance. Ability to work effectively in a fast-paced environment with changing priorities and multiple competing demands. Strong adaptability and resilience when working through organizational change, ambiguity, or business challenges. Strong attention to detail and commitment to quality. Strong written and verbal communication skills with the ability to work effectively with employees and leaders at all organizational levels. Demonstrated ability to lead, influence, and drive outcomes through leaders who do not directly report to the position. Strong organizational, problem-solving, analytical, and prioritization skills. Ability to understand and effectively support a diverse employee population. Strong business partnership skills with the ability to translate strategy into practical action. Collaborative approach with a demonstrated commitment to team success. Strong change-leadership capabilities with experience helping leaders and organizations successfully implement new programs, processes, and expectations.

PHYSICAL AND POSITION REQUIREMENTS

The employee must be able to perform the essential responsibilities of this position with or without reasonable accommodation. Reasonable accommodation requests will be addressed in accordance with applicable law and company policy. This job description is intended to describe the primary responsibilities of the position and does not include every duty or responsibility that may be assigned. Responsibilities may change based on business needs. The employer is an Equal Opportunity Employer.

ABOUT THE ORGANIZATION

Our client is a large, growing operator within the consumer services sector with a significant multi-location presence. The organization places a strong emphasis on people development, operational excellence, accountability, communication, consistency, teamwork, and creating a positive experience for both employees and customers. This is a confidential search. Additional information regarding the organization and opportunity will be shared with qualified candidates during the recruiting process. #J-18808-Ljbffr Confidential Jobs