Job Title: Human Resources Business Partner (HRBP)
FLSA Status: Exempt
Revised Date: September 2024
Reports To: Vice President of Human Resources
Department/Location: Human Resources

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic liaison between Human Resources and designated business units. This role is responsible for aligning HR practices and initiatives with organizational objectives, ensuring both employee and business needs are met effectively. The HRBP partners closely with leadership and staff, leveraging business acumen and HR expertise to support and drive success across the organization.

The successful candidate will maintain a strong understanding of their assigned business areas, including their financial standing, strategic goals, culture, and competitive landscape.

Key Responsibilities

Strategic Partnership & Business Alignment

• Build a deep understanding of assigned business units through regular engagement and participation in operational activities.

• Conduct weekly check-ins with leadership to provide HR insights and receive updates on business objectives and changes.

• Collaborate with leaders to identify and implement HR strategies that support restructuring, workforce planning, and succession planning.

Data-Driven HR Solutions

• Analyze HR metrics and trends to recommend targeted solutions and improvements.

• Monitor workforce data (e.g., turnover, hiring challenges) to proactively address staffing issues in partnership with recruitment teams.

• Support the full cycle of recruitment when needed, helping remove barriers and streamline hiring processes.

Employee Relations & Compliance

• Lead and resolve complex employee relations matters, conducting thorough and timely investigations.

• Maintain up-to-date knowledge of employment laws and regulations at both the federal and state levels (including California) to reduce legal risks and ensure compliance.

• Partner with legal advisors when necessary.

Policy, Performance, and Process Guidance

• Advise leadership and staff on matters related to performance management, company policies, procedures, job descriptions, and employee benefits.

• Evaluate and refine HR practices to support ongoing organizational growth and change.

Compensation Guidance

• Provide advice and recommendations related to compensation strategy and individual pay decisions.

• Assist leadership with compensation discussions and partner with internal colleagues to align practices with the broader compensation philosophy.

Project Leadership and HR Initiatives

• Contribute to a variety of HR projects and special initiatives that support long-term organizational goals.

• Perform additional duties as assigned in support of the department and organization.

Qualifications & Skills

Required:

• Minimum of 8 years of experience in a corporate Human Resources role.

• Bachelor’s degree in Human Resources, Business Administration, or related field.

• Ability to obtain a SHRM-CP, SHRM-SCP, PHR, or SPHR certification within one year of employment.

• Proven experience developing and implementing HR strategies in a fast-paced, evolving environment.

• Strong understanding of HR compliance requirements, including multi-state laws and regulations.

• Ability to handle sensitive and confidential information with discretion.

• Strong interpersonal, consultative, and communication skills.

• Demonstrated success in project management and time-sensitive problem-solving.

• Proficient in Microsoft Office applications (Word, Excel, PowerPoint, Outlook).

• Strong organizational skills and attention to detail.

Preferred:

• Experience supporting complex organizational structures across multiple business units or locations.

• Experience with HR technologies and analytics tools.

• Ability to travel up to 25% as needed.

Equal Opportunity Employer/Veterans/Disabled

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The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:

• The California Fair Chance Act
• Los Angeles City Fair Chance Ordinance
• Los Angeles County Fair Chance Ordinance for Employers
• San Francisco Fair Chance Ordinance