Manager, Human Resources Business Partner

Manager, Human Resources Business Partner - On-Site About the Opportunity

Our client is transforming the way HR services are delivered across the organization. Moving away from a traditional HR generalist model, the HR Enablement Business Partner team is focused on empowering managers, driving operational consistency, creating scalable people practices, and increasing business accountability across the organization. This newly created role will serve as the primary HR partner for multiple West Coast locations and play a critical role in supporting organizational growth, change management initiatives, employee relations, and leadership development.

The successful candidate will operate as a trusted advisor to business leaders while helping shape the future of the company's HR operating model. This position offers strong visibility across the organization and potential career progression into broader HR Business Partner leadership opportunities.

The Manager, HRBP is an individual contributor role responsible for leading employee relations, performance management, organizational change initiatives, and manager coaching across assigned West Coast locations. This position requires an experienced HR professional who can work independently, exercise sound judgment, influence leaders, and navigate complex employee matters with confidence. The ideal candidate thrives in a matrixed environment, brings strong business acumen, and is passionate about helping managers build high-performing teams while ensuring HR practices remain consistent, compliant, and scalable.

• Serve as the primary HR resource and trusted advisor for assigned West Coast operations
• Lead employee relations investigations and complex workplace matters while assessing risk and recommending appropriate solutions
• Partner with leaders on performance management, coaching, corrective action, and employee development initiatives
• Support organizational changes, workforce planning efforts, restructures, and site-related transitions
• Coach managers to address employee issues effectively while building leadership capability and accountability
• Drive consistency in HR practices, processes, and employee experience across multiple locations
• Collaborate closely with HR leadership and business leaders within a matrixed organizational structure
• Support HR transformation initiatives, process improvements, and adoption of new HR technologies and tools
• Ensure compliance with employment laws, internal policies, and company standards
• Contribute to broader U.S. HR initiatives and strategic projects as needed

• Bachelor's degree in Human Resources, Business, or related field
• 7+ years of progressive HR experience with significant employee relations responsibility
• Demonstrated expertise managing complex employee relations matters independently
• Strong performance management and leadership coaching experience
• Experience supporting multiple locations, business units, or client groups
• Proven success leading organizational change and navigating evolving business environments
• Strong stakeholder management skills with the ability to influence leaders at multiple levels
• Ability to work autonomously and make sound - reasoned decisions

• Experience with in large, matrixed organizations
• Regional HR leadership or multi-site support experience
• Exposure to global organizations and cross‑functional teams
• Experience supporting commercial, engineering, R&D, or technical employee populations
• Prior involvement in HR transformation, operating model redesign, or shared services environments
• PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification

• A change agent, influencing leaders and driving adoption of new approaches, behaviors and ways of working
• Strong employee relations judgment and risk assessment capability
• Ability to balance employee advocacy with business needs
• Excellent documentation and case management practices
• Skilled at coaching managers rather than solving problems for them
• Comfortable operating independently while partnering effectively across a remote and dispersed HR team
• Executive presence and credibility with senior leadership
• Continuous improvement mindset and willingness to challenge the status quo
• Collaborative, adaptable, and growth‑oriented approach

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the…