HR Business Partner

SEV Laser•Burbank, CA

8d•$90,000 - $110,000•Remote

About The Position

SEV Laser is seeking an experienced Human Resources Business Partner (HRBP) to support our growing multi-state organization. This role serves as a strategic partner to Operations leadership, providing expert guidance across employee relations, employment law, leave management, accommodations, investigations, leadership coaching, and organizational effectiveness. The HRBP partners closely with Area Managers, District Managers, Directors, and executive leadership to ensure consistent application of company policies while minimizing organizational risk and supporting business objectives. This is a highly visible role requiring exceptional judgment, strong employment law knowledge, and the ability to navigate complex employee situations with professionalism and confidence. The ideal candidate is an experienced HR professional who thrives in a fast-paced, multi-location environment and enjoys partnering with leaders to develop high-performing teams while delivering practical, business-focused HR solutions.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).
Minimum of 5 years of progressive Human Resources experience, including at least 3 years in an HR Business Partner, Employee Relations, or HR Generalist role supporting managers.
Demonstrated experience managing complex employee relations matters from intake through resolution.
Hands-on experience conducting workplace investigations.
Experience supporting ADA accommodations and the Interactive Process.
Strong working knowledge of FMLA, CFRA, PDL, ADA, FEHA, FLSA, Title VII, and other applicable federal and state employment laws.
Experience supporting leave administration and partnering on complex medical leave and accommodation cases.
Experience coaching leaders through performance management, disciplinary actions, and difficult employee conversations.
Experience supporting multiple locations within a multi-state organization.
Excellent written communication and documentation skills.
Strong analytical, problem-solving, and organizational skills.
Ability to exercise sound judgment while handling highly confidential information.
Ability to travel up to 50% as business needs require.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting healthcare, retail, hospitality, or other fast-paced multi-site organizations.
Experience supporting organizations with 500+ employees.
Experience using HRIS platforms such as Rippling.
Experience supporting organizational growth, acquisitions, and change management initiatives.

Responsibilities

Serve as the primary HR partner for operational leaders.
Build trusted relationships with leaders by providing strategic and day-to-day HR guidance.
Partner with leadership on workforce planning, organizational design, restructuring, staffing, and retention initiatives.
Provide recommendations that align business objectives with sound HR practices and employment law.
Advise and coach leaders through complex employee relations matters.
Conduct workplace investigations involving harassment, discrimination, retaliation, ethics concerns, policy violations, misconduct, attendance issues, wage and hour concerns, and workplace conflicts.
Review investigation findings and recommend appropriate corrective action.
Prepare thorough and objective investigation documentation.
Partner with Legal on high-risk employee relations matters as needed.
Coach leaders through all aspects of performance management, including: Performance coaching, Corrective action, Performance Improvement Plans (PIPs), Demotions, Terminations.
Review employment actions to ensure consistency, fairness, and compliance.
Guide leaders on documentation and effective performance conversations.
Partner with the Leave Administrator and business leaders regarding complex leave and accommodation matters.
Provide guidance on: Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), Americans with Disabilities Act (ADA), Workers' Compensation interactions, State and local leave laws.
Participate in the Interactive Process by reviewing medical documentation, evaluating reasonable accommodations, and partnering with leadership on return-to-work planning.
Ensure leave and accommodation practices remain compliant with federal, state, and local laws.
Interpret and apply federal, state, and local employment laws while balancing operational needs.
Advise leaders on wage and hour compliance, meal and rest breaks, employee classifications, and company policies.
Monitor legislative changes and recommend policy or practice updates.
Assist with HR audits and ensure compliance with employment documentation requirements.
Coach managers on: Employee engagement, Conflict resolution, Difficult conversations, Documentation, Accountability, Leadership effectiveness, Team development, Change management.
Build manager capability through consistent coaching and partnership.
Support initiatives that improve employee engagement, retention, leadership development, and organizational effectiveness.
Analyze trends in turnover, performance, leave utilization, investigations, and employee relations to identify opportunities for improvement.
Partner with Recruiting, Payroll, Benefits, Learning & Development, and Operations to deliver a consistent employee experience.
Review employment documentation, including corrective actions, separation documentation, investigation summaries, accommodation correspondence, and policy communications.
Support organizational initiatives including office openings, acquisitions, restructures, leadership transitions, and workforce planning.
Assist with special HR projects and company-wide initiatives.