HR Business Partner

LUNDQUIST INSTITUTE FOR BIOMEDICAL INNOVATION AT HARBOR-UCLA•Torrance, CA

8h•$115,000 - $135,000•Onsite

About The Position

The HR Business Partner serves as the primary HR advisor to assigned departments, providing both strategic guidance and operational support to ensure alignment with company policies, culture, and business objectives. The HR Business Partner builds strong relationships with department leaders, gaining a deep understanding of their unique needs and applies critical thinking to deliver customized HR solutions. This role is responsible for driving key HR initiatives across employee relations, performance management, onboarding, offboarding, compliance, and organizational development. The ideal candidate brings a comprehensive understanding of HR practices, a collaborative mindset, and the ability to translate business needs into effective people strategies that enhance workforce engagement efficiency, and retention.

Requirements

Bachelors Degree in Human Resources, Business Administration, or related field
Minimum of 7 years of progressive HR experience, including direct experience in employee relations, performance management, and HR compliance.
Strong understanding of federal, multi-state employment laws and regulations
Excellent interpersonal, communication, and coaching skills.

Nice To Haves

Experience supporting multiple departments or business units in a strategic HR capacity strongly preferred.
Proficiency in Paycom strongly preferred.
HR Certification (e.g., SHRM-CP, SHRM-SCP, PHR/SPHR) strongly preferred

Responsibilities

Act as day-to-day HR Partner for both employees and leaders within assigned departments
Provide timely support on a wide range of HR matters - including policy interpretation, employee relations, and workforce concerns – while also helping triage needs to other departments when support is required outside of HR. Ensure all actions align with organizational goals and compliance standards.
Conduct thorough investigations and performance management processes aligned with TLI policies.
Partner in the design and facilitation of compliance and HR training programs, including New Hire Orientation, to ensure consistent and engaging employee experience.
Conduct onboarding check ins and analyze feedback trends to identify opportunities for continuous improvement in onboarding processes and employee experience.
Manage the offboarding process end-to-end, including timely final pay, documentation, and coordination with payroll and benefits team
Conduct exit interviews and analyze data to support transition planning and retention strategies
Oversee unemployment claim management.
Act as primary point of contact for leaves of absence within assigned departments
Manage workers compensation claims, including timely reporting and engagement with injured employees
Stay informed about changes in employment law and regulations and collaborate with leadership to ensure compliance
Prepare and manage letters and documentation related to employee transitions, ensuring accurate and timely processing.
Track compliance training for assigned departments and follow up as needed.
Partner with department leadership to support workforce planning, including identifying staffing needs, succession planning, and aligning talent strategies with departmental goals.
Contribute to organizational design and change management initiatives by identifying opportunities to improve structure, workflows, and team effectiveness.
Lead and coordinate employee recognition programs, including service awards and milestone celebrations, and other initiatives that promote engagement and retention.
Generate, analyze, and interpret HR-related data (e.g., turn over, engagement, training) to identify trends and support decision making
Prepare actionable reports that inform leadership decision-making across areas such as in workforce planning, compliance, and performance management.
Ensure accuracy and integrity of HRIS data and employee records.