HR Business Partner - Organization Effectiveness

IJW Whiskey Company, LLC•Beverly Hills, CA

1d•Onsite

About The Position

Role Overview The HR Business Partner – Organization Effectiveness serves as the central owner of organizational clarity, leadership capability, and cultural cohesion across our four operating companies. This role ensures that each organization is intentionally designed, fully staffed with clearly defined roles, and supported by effective leaders operating within a consistent cultural framework. This individual will operate as both a strategic advisor and a hands-on executor, working closely with the CPO and Operating Businesses leadership to ensure that people, structure, and culture are aligned with business priorities. The role requires strong judgment, executive presence, and the ability to navigate complex, evolving organizational environments. Success measured by organizational clarity and leadership effectiveness.

Requirements

8–12+ years of HR experience including HRBP or Org Effectiveness roles.
Experience supporting senior executives and complex organizations.
Strong background in job architecture and org design.
Must have background working with both Highly compensated exempt, as well as entry level hourly.
Experience leveraging an HRIS for Talent Management (preference Dayforce)

Nice To Haves

Experience in TopCo/OpCo environments.
Background in consumer brands, manufacturing, or regulated industries.
Experience facilitating leadership programs.
Education in organizational development or leadership.

Responsibilities

Organizational Effectiveness & Organizational Design
Own the design, documentation, and ongoing maintenance of organizational structures across TopCo and all four Operating Companies, ensuring that each structure reflects current business needs rather than legacy arrangements.
Ensure that every role across all entities has a clearly defined, up-to-date job description that accurately reflects responsibilities, decision rights, scope, and expectations, and that job descriptions are actively used rather than static documents.
Partner with functional leaders to clarify role boundaries and accountability where overlap, confusion, or inefficiencies exist, and proactively recommend adjustments to improve effectiveness.
Design, maintain, and continuously update live organizational charts for each OpCo and for consolidated TopCo views, ensuring reporting lines, vacancies, and interim structures are always current.
Identify gaps in organizational coverage, including missing ownership, unclear succession, or under-resourced functions, and raise these risks to executive leadership with recommended solutions.
Evaluate organizational structures against strategic objectives, growth plans, and operational realities, and propose redesigns when structures no longer support execution.
Support leadership with headcount planning by assessing when new roles are truly needed versus when responsibilities should be reallocated or redesigned.
HR Partnership & Governance Support
Act as a senior HR partner to OpCo leaders, aligning people practices and organizational standards while remaining pragmatic and execution-focused.
Ensure consistency across OpCos in job architecture, leadership expectations, and organizational principles, while allowing flexibility where business needs differ.
Collaborate with existing HR or People Operations resources to ensure seamless execution without duplicating effort or creating confusion.
Identify organizational and people-related risks early, including leadership gaps, unclear accountability, or cultural misalignment, and escalate appropriately with proposed solutions.
Maintain a high level of discretion, professionalism, and trust when handling sensitive organizational and leadership matters.
Executive Partnership & Monthly Organizational Reporting
Serve as a direct thought partner to the President on all organizational, structural, and people-related matters, providing clear, data-backed insights rather than transactional updates.
Prepare and deliver a monthly organizational effectiveness report that summarizes changes across all four OpCos and TopCo, including hires, exits, role changes, reporting-line shifts, and emerging organizational risks.
Maintain a detailed, ongoing record of organizational changes to ensure leadership has historical context for decisions and can identify patterns or recurring issues.
Proactively surface trends such as increasing span-of-control issues, leadership bottlenecks, or structural misalignment before they negatively impact performance.
Translate complex organizational information into clear, executive-level summaries that support decision-making rather than overwhelm stakeholders.
Prepare HR Sub Committee monthly board slides.
Leadership Development & Training Strategy
Own the end-to-end leadership development strategy across all OpCos, ensuring that leadership capability scales alongside the business rather than lagging behind growth.
Assess leadership effectiveness through direct observation, feedback from executives, and organizational performance indicators to identify development needs at the individual, team, and enterprise levels.
Design, source, or personally deliver leadership training programs focused on manager effectiveness, communication, accountability, decision-making, and cross-functional leadership.
Identify and manage external vendors, facilitators, coaches, or training platforms when specialized expertise is required, ensuring quality and ROI.
Partner with senior leaders to support first-time managers and newly promoted leaders with tools, coaching, and expectations that set them up for success.
Measure the effectiveness of leadership development initiatives through feedback, behavioral change, and business impact rather than participation alone.