HRBP

Title of Job Human Resources Business Partner
Company Description: Global Beauty brand 
Location: San Francisco, CA (hybrid, 2-3 days a week in office)
Salary: 120,000-140,000
*Salary is commensurate with experience and is an estimated range provided by JBC
Responsibilities: 

Responsibilities: 

The Human Resources Business Partner is both a strategic and hands-on role that provides full cycle Human Resources support to our US office. The role is critical in executing our people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement. The Human Resources Business Partner focuses on a broad range of HR generalist responsibilities including employee relations, performance management, leadership and career development, engagement, culture, policies and procedures, compliance, benefits, and employee programs.

Responsibilities:
Leadership team coaching and organization growth

•    Support the Sr Director, People in building US office succession plan via development actions and organization design, as well as building career path in each department
•    Review of progress for new hires, training plan, performance plan and address any performance issues with an action plan to ensure success of all new hires in the organization
•    Work closely with Sr Manager, Talent Development and Sr Director, People on employee’s development plan based on ER discussions, annual reviews and long-term organization plan / succession planning
•    Conduct career conversation with employees to identify next steps in their career within the brand 
•    Partner with hiring manager on the role and profile of any replacement or new roles in their department and work closely with the Talent Acquisition team for them to understand the short-
, mid- and long-term plan of the position & overall organization
•    Conduct exit interviews and leverage insights from exit surveys to address turnover themes and opportunities.

Employee Relations and Engagement
•    Interact daily with management and employees to ensure an open line of communication is maintained in order to identify and address any issues, needs, and/or concerns as they arise. Identify trends and provide solutions to support a positive work environment.
•    Conduct timely and thorough investigations to include employee complaints, concerns, claims of harassment and discrimination.
•    Coach & guide business leaders on navigating performance and ER issues. Review and make recommendations on levels and construction of corrective action.
•    Work with internal and external legal counsel to ensure that company policies comply with federal and state law, work alongside legal counsel on any employment related disputes.
•    Develop and implement onboarding programs to ensure a smooth and positive experience for employees.
•    Oversee company engagement activities and event, working in collaboration with HR People team ensuring employees engagement activities are aligned with the company culture, values and in support of a collaborative, inclusive, progressive work environment
•    Periodic Market visits with Retail HRBPs HR Operations, Compliance, and policies
•    Oversee immigration process ensuring smooth process and communication follow up
•    Identify new or update of policies and practices, work with legal, and roll out best-in-class policies to the business, while ensuring communication and training to our employees is provided
•    Ensure compliance with California, federal, and local labor laws.
•    Make recommendations that effectively resolve problems, by using judgment consistent with standards, policies and procedures supporting Federal, State and local employment law.
•    Provide leadership training to include labor relations, wage & hour and performance management
•    Partner with management and legal to review job descriptions to ensure the role is properly classified under FLSA and partner with manager to ensure our company job descriptions are detailed, accurate and following our DEI practices, at all times.
•    Manage the Annual performance review process with training on Performance management tool, documentation, communication, liaise with payroll in processing increases, bonus payment, etc…
•    Work with Total Rewards team on regular compensation reviews and equity survey, providing current job description and scope and liaise with managers as needed
•    Monitor the day-to-day human resources operations within the company to include ad-hoc reporting and projects.
•    Oversee health and safety protocols in accordable with State and Federal law
•    Manage HR Operations and ensure all HR data is accurate and updated in a timely manner in ADP, and any other HR related systems
•    Special projects that may include compiling records, prepare data for analysis, working with regional offices, and other HR-related activities.

Requirements:
Knowledge and Experience: 

• 5-7 years of progressive HR experience in a generalist role, demonstrating understanding of HR programs including performance management, employee relations, and employee’s development
• Good working knowledge of CA state and federal labor laws.
• Understanding of various employment laws and their impact on HR matters specifically compliance CA state law.
• Proven skills in employee counseling, problem solving and conflict management.
• Proficient in Microsoft Office Suites and HRIS platforms (ADP a +).
• Have a proven track record of being hands-on in building and executing company-wide processes.
• Track record of managing change
• Retail industry experience
• Experience with ADP

• Strong EQ – relationship management is key for all stakeholders (internal and external)
• Outstanding communication and organization skills
• Strong analytical and problem-solving skills.
• Ability to contribute to wider corporate objectives, working with other senior managers.
• Accuracy and attention to detail.
• Ability to work effectively with other functions to support their business needs
• Ability to clarify and streamline complex business processes
• ability to travel 10-15% 

• People team of 7 people, 1-2 direct reports
• Internal: internal customers within each function.
• External: compliance regulators, internal and external auditors.
• Size of organization: 220-250