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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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…