HR Business Partner

Grocery Outlet Career•Emeryville, CA

1d•$120,000 - $140,000

About The Position

The Human Resources Business Partner (HRBP) is an advisor and trusted thought partner to managers and leaders across the business. Primarily supporting the Corporate functions, this position partners with managers and leaders to execute on people strategies that support business priorities, drive performance, and reinforce company culture. This role combines strategic partnership with strong operational execution, ensuring HR programs are delivered consistently, on time, and with the intended impact. The HRBP proactively assesses organizational needs, translates strategy into actionable plans, and ensures disciplined execution across core people processes. Success in this role requires strong program management, sound judgment, data-driven decision-making, and the ability to coach managers through change. This position reports to the Director, Human Resources.

Requirements

Bachelor’s degree in HR, Business, Industrial Relations, or related field (Master’s preferred).
5 to 8 years of progressive HR experience.
Demonstrated success managing and implementing HR programs for midsize organizations with multiple functions/client groups.
Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations.
Proficiency with HRIS analytics, Excel/Google Sheets, and dashboarding tools; able to translate data into actionable insights.
Solid project and change management capability; familiarity with Lean/Six Sigma/Agile methods preferred.
Strong interpersonal, coaching, and presentation skills; comfortable influencing leaders and supervisors.
Ability to translate talent strategy into an execution plan with clear milestones.

Nice To Haves

Corporate Retail experience preferred.
Master’s preferred.
familiarity with Lean/Six Sigma/Agile methods preferred.

Responsibilities

Partner with managers and leaders to translate business goals into clear people, talent, and organizational actions.
Provide practical, solutions-oriented guidance on organizational design, staffing, talent placement, and performance decisions.
Coach leaders on people leadership topics to improve team effectiveness and outcomes.
Support hiring, onboarding, development, and retention of key talent across Corporate functions.
Support organizational structure and role design efforts to ensure alignment with business priorities.
Support managers with performance management, talent reviews, and development conversations.
Implement tools, resources, and development plans to close performance gaps.
Identify skill gaps and capability needs; support talent selection, training, or development actions to close gaps.
Partner with other HR Functions to design and implement programs/initiatives that address issues and build capabilities.
Partner with managers on workforce planning, headcount alignment, and staffing decisions.
Proactively identify and mitigate HR-related risks, ensuring strategic alignment with business objectives and labor law requirements.
Support rollout and execution of key HR programs, including performance reviews, goal-setting, engagement initiatives, compensation planning, and talent processes.
Track progress, follow up with leaders and managers, and provide clear guidance to ensure consistent execution, including meeting deadlines, quality standards, and outcome expectations.
Prepare materials, communications, and tools to support smooth program delivery.
Maintain documentation, monitor completion rates, and surface risks or delays to senior HR leaders.
Leverage dashboards and metrics by reviewing, analyzing, and interpreting HR data to identify meaningful trends, patterns, and insights that lead to improvements to program effectiveness and outcomes.
Support additional HR projects, programs, and initiatives as needed.