HR Business Partner

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Regular Full Time Clerical Second St Corp, Temecula, CA, US

9 days ago Requisition

Salary Range: $95,000.00 To $ Annually

The intent of this job description is to provide a summary of the major duties and responsibilities performed in this job. Incumbents may be requested to perform job-related tasks other than those specifically presented in this description.

The HR Business Partner is an experienced, broad-based HR professional responsible for providing strategic and hands‑on HR partnership to assigned leaders and employee populations across the organization. The role supports a broad range of HR needs across the employee lifecycle and serves as the primary HR lead for assigned acquisitions, affiliations, de novos, integrations, and other organizational growth initiatives.

The role flexes between growth and integration activities and ongoing HR business partnership based on organizational needs. The HRBP is expected to maintain broad working knowledge across employee relations, recruiting, onboarding/offboarding, benefits, leaves, workers’ compensation, compensation, HRIS, compliance, and other HR matters. While not expected to be the subject matter expert or functional owner in every area, the HRBP should be able to assess an issue, determine what needs to happen, provide appropriate support, engage the responsible HR owner or other resources, and know when to escape.

The successful candidate can take ownership of unfamiliar or complex work, develop a plan, coordinate stakeholders, and drive it forward with limited day‑to‑day direction.

Essential

Job Duties:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Growth, Acquisition & Integration

• Serve as the primary HR lead for assigned acquisitions, affiliations, de novos, business integrations, and other organizational growth initiatives.
• Develop and manage HR project plans, timelines, milestones, dependencies, and deliverables from initial assessment through post‑integration.
• Review workforce information and assess employee populations, organizational structure, compensation, benefits, time‑off programs, employment practices, and other people‑related considerations.
• Identify gaps, risks, employee impacts, and required decisions and develop recommendations or escape appropriately.
• Participate in due diligence, integration planning, leadership meetings, employee transition meetings, and other growth‑related activities.
• Coordinate HR deliverables across functional areas and with Payroll, Finance, IT, Operations, Legal, and external partners as needed.
• Develop employee transition strategies and communications in partnership with HR leadership and other stakeholders.
• Support implementation of HR processes, systems, policies, programs, legal entities, company codes, and related infrastructure for new employee populations.
• Provide HR leadership with status updates, recommendations, risks, and items requiring escalation.
• Develop repeatable processes and tools to support future growth and integration activities.

HR Business Partnership

• Serve as an HR Business Partner to assigned leaders and employee populations, with assigned areas adjusting based on organizational and business needs.
• Build trusted relationships with leaders and provide practical HR guidance aligned with organizational objectives.
• Coach managers regarding employee relations, performance management, documentation, communication, and application of company policies.
• Independently manage routine and moderately complex employee relations matters and…