HR Business Partner

Smart LLC•Torrance, CA

just now•$135,000 - $160,000•Hybrid

About The Position

The Opportunity Chemical Guys is a PE-backed (AEA Investors), $300M+ consumer automotive detailing brand headquartered in Torrance, CA, with approximately 270 employees across four entities: HQ/WHS, Detail Garage Stores, Fast5 Car Wash, and Auto Detailing Supplies. We are building our people function from the ground up under a first-ever CHRO, and this role is a foundational hire in that effort. As HR Business Partner, you will be the embedded strategic HR partner for Chemical Guys' core corporate functions: Sales, Marketing & Brand, Finance & Operations, and Information Technology. You will own the day-to-day people agenda for these client groups end to end, from employee relations and performance to retention and hiring quality, while also serving as a key execution partner on the firmwide programs the HR team is building: our first compensation framework, a rebuilt onboarding experience, and our first structured performance management process. This is not a role for someone who needs structure handed to them. You will help build the structure. The right person for this role has been a strong HRBP in a mid-market or PE-backed company, has helped stand up or roll out at least one major HR program, and is energized by the idea of building something that genuinely did not exist before.

Requirements

7+ years of progressive HR experience
Minimum 4 years as a true HRBP (not TA)
Bachelor's degree
Supported multiple client groups concurrently
Rolled out HR programs to the business (comp, performance, or onboarding)
Supported commercial / sales orgs
California employment law proficiency
Strong ER and investigation fundamentals
PE-backed or high-growth company experience

Nice To Haves

SHRM-CP/SCP or PHR/SPHR
Experience with comp benchmarking tools
Familiarity with Paylocity or similar HRIS
Bilingual English / Spanish
Exposure to LMS platforms and rollout
CPG, retail, or consumer brand background
MBA or graduate HR degree

Responsibilities

Track 1 - HR Business Partner You are the embedded strategic partner for four corporate functions. You know their businesses well enough to anticipate people problems before they surface and to push back with authority when something is not right.
Executive Partnership Build trusted advisor relationships with the functional leaders of Sales, Marketing & Brand, Finance & Operations, and IT - understand their team dynamics, business goals, and talent gaps at depth Advise on org design, role architecture, and spans of control as the business evolves Surface and resolve people issues proactively - do not wait to be asked Translate business strategy into people priorities for your client groups each quarter
Performance & Development Lead the rollout of the new performance review process within your client groups, including calibration sessions and documentation Coach managers on how to differentiate performance, have hard conversations, and build accountability Identify high-potential employees within your portfolios and build development plans with their leaders Partner with the CHRO to connect performance outcomes to compensation and succession decisions
Employee Relations & Compliance Own ER matters across your client groups: investigations, PIPs, accommodation requests, and separations - handled with speed, documentation, and legal soundness Partner with employment counsel as needed; maintain working knowledge of California employment law Ensure managers in your client groups are trained and consistent on policy and process
Talent Acquisition Partnership Provide strategic direction and quality control for recruiting across your client groups, partnering with the Recruiting Associate on day-to-day execution Shape the hiring approach for senior roles: candidate profile, sourcing approach, interview structure, and offer recommendation Partner with hiring managers to move requisitions efficiently without sacrificing quality
Retention & Engagement Run quarterly stay interviews across your client groups and synthesize insights for the CHRO and executive team Proactively identify flight risks and work with leaders on targeted retention actions before people decide to leave Monitor engagement signals and hold leaders accountable for acting on them
Track 2 - Firmwide Program Support Beyond your client groups, you will be a hands-on execution partner on the HR infrastructure Chemical Guys is building for all 270 employees across all four entities. The CHRO owns the design of these programs; you make them real in the business.
Compensation Framework Rollout Support the rollout and adoption of Chemical Guys' first compensation philosophy, pay families, and pay bands across your client groups Equip managers to hold credible comp conversations under the new structure Support the annual comp review, merit cycle, and off-cycle adjustment process
Onboarding Program Execution Partner on the redesign of the onboarding experience and own its execution for the corporate population Deliver a consistent 30-60-90 day experience for new hires in your client groups, including manager touchpoints and success milestones Contribute to the manager onboarding toolkit and monitor 90-day retention and new hire engagement in your groups
Performance Management Launch Help launch Chemical Guys' first structured performance review cycle: rating framework, review cadence, calibration process, and manager training Adapt goal-setting templates and KPI frameworks to your client groups Train managers in your client groups to run effective reviews and meaningful performance conversations
People & Culture Strategy Execution Deeply understand the People & Culture Strategy and support its execution - you should be able to represent any section of it credibly with your client groups Take ownership of assigned strategy workstreams such as manager capability programs, engagement listening, or employer brand initiatives Represent the HR function in cross-functional projects where people strategy is relevant