HR Business Partner

Dole Packaged Foods•Thousand Oaks, CA

10d•$125,000 - $150,000•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to the assigned business functions for the North American Headquarters leadership teams, aligning people strategies with business objectives in a fast‑paced Consumer Packaged Goods (CPG) environment. This role supports corporate functions by delivering proactive, data‑driven HR solutions across workforce planning, talent management, employee relations, organizational effectiveness, and change management. Acting as both a consultant and employee champion, the HRBP partners closely with leaders to drive performance, engagement, and culture while ensuring compliance with employment laws and company policies. This role provides flexibility to work in a hybrid environment of home and our Westlake Village, CA office. (Hybrid is defined as 3 times per week in the office).

Requirements

7+ years of progressive HR experience, with direct HR Business Partner support for corporate or headquarters functions (Commercial functions such as Sales and Marketing are strongly preferred).
Strong working knowledge of U.S./California employment laws and HR best practices.
Experience in Canadian HR practices preferred.
Demonstrated experience advising leaders in a fast-paced, matrixed environment.
Experience in a Consumer Packaged Goods (CPG), or similarly complex, consumer-driven organization is preferred
Passionate about a purpose driven career
Committed to fostering inclusive environments that support employee development and well-being
Sets clear expectations, encourages innovation, and drives continuous improvement
Models and coaches towards transparency and integrity in decision-making
Effectively facilitates cross-team communication and teamwork
Bachelor’s degree in Human Resources, Business Administration, or a related field is required

Nice To Haves

SPHR and/or SHRM-SCP preferred

Responsibilities

Partner with HQ functional leaders to understand business priorities and translate them into effective people strategies that support growth, productivity, and organizational health.
Provide coaching and counsel to leaders on organizational design, workforce planning, leadership effectiveness, and change management.
Act as a thought partner during periods of transformation, including reorganizations, new capability builds, and process evolution common in CPG environments.
Manage and support performance and talent management processes, including goal setting, performance reviews and performance management, calibration, and development planning.
Partner with Talent Acquisition to support hiring strategies for HQ roles, including workforce forecasting, role scoping, and selection guidance.
Identify and develop talent pipelines, succession plans, and targeted development initiatives for critical roles.
Serve as the primary point of contact for employee relations matters within supported HQ functions, escalating matters that require investigations, resolving issues, and advising leaders on appropriate actions.
Ensure consistent application of HR policies, practices, and procedures while maintaining compliance with federal, state, and local employment laws.
Partner with HR Operations as needed on complex cases, leaves of absence, accommodations, and policy interpretation.
Champion company values and culture initiatives across HQ teams, reinforcing engagement, inclusion, and accountability.
Lead or support employee engagement efforts, action planning, and organizational effectiveness initiatives.
Act as a change agent by assessing organizational readiness, managing stakeholder communication, and supporting leaders through transitions.
Use HR metrics and insights to identify trends, assess organizational health, and inform decision‑
Continuously evaluate HR programs and processes to make recommendations to improve effectiveness, scalability, and employee experience.
Other duties as assigned