HR Business Partner

Bright Event Rentals LLC•Torrance, CA

25d•$90,000 - $120,000•Onsite

About The Position

The HR Business Partner (HRBP) is a strategic advisor and change agent who aligns people strategies with business goals in a specific location or region. The role partners closely with senior and local leaders to shape culture, develop talent, strengthen leadership capability, and implement core HR programs. It supports distributed teams and operational workforces across locations, including warehouse, field, sales, logistics, and operations teams. The HRBP leads regional talent reviews, succession planning, recruiting, and implementation of HR programs and annual processes. The role coaches leaders, supports organizational development and change, monitors employee engagement, and handles sensitive or escalated employee relations matters in partnership with HR leadership and legal as appropriate. It also leads a small team of HR Generalists and/or Coordinators responsible for hiring, onboarding, offboarding, and employee relations. The position requires working at a Southern California location at least four days a week, with travel to another location one day every one to two weeks.

Requirements

5–7 years of progressive HR experience, including at least 3 years in a generalist or HRBP role supporting multiple locations.
Direct experience supporting hourly, non-exempt, and field or warehouse workforces, such as drivers, crews, and warehouse staff, in a fast-paced operational setting.
At least 3 years of experience with California employment law, including wage and hour rules, meal and rest breaks, PAGA exposure, and leave laws.
Experience coaching managers through performance management, corrective action, and terminations.
Ability to work at a Southern California location at least 4 days a week and travel one day every 1–2 weeks to another location.
Business acumen, including understanding operations, sales, and margins and connecting HR actions to business results.
Sound employee relations judgment when handling investigations, conflict, and sensitive situations fairly, consistently, and in a legally defensible way.
Ability to build frontline leaders’ confidence in handling performance, feedback, and difficult conversations.
Field presence and credibility on the warehouse floor, with willingness to travel regularly across sites.
Ability to reinforce company values and engagement across locations with different histories and legacy cultures.
Ability to use turnover, engagement, and headcount data to identify issues and make recommendations.
Ability to influence leaders, challenge them when needed, and build trust with Regional Presidents and site managers.
Strong organization and follow-through to manage a high volume of issues across sites.

Nice To Haves

Exposure to seasonal hiring surges and high-volume recruiting.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
California-specific HR knowledge or certification, such as PHRca.
Bilingual English/Spanish.

Responsibilities

Advise regional and local leaders on talent, culture, and organizational design.
Understand business priorities and recommend and implement HR strategies that support growth and operational success.
Help leaders model company values and maintain a cohesive culture across distributed teams.
Coach senior and emerging leaders and provide feedback to improve leadership effectiveness and capability.
Facilitate team effectiveness sessions, leadership retreats, and strategic off-sites as needed.
Lead regional talent reviews and succession planning.
Identify talent gaps and address them through development, hiring, or performance improvement.
Promote internal mobility and career growth across teams.
Lead the recruiting process for the region.
Lead regional rollout and adoption of HR initiatives, including performance management, compensation reviews, and employee engagement.
Execute annual regional processes such as open enrollment and merit cycles, advising leaders and ensuring alignment with organizational practices.
Drive regional change initiatives through clear communication, thoughtful planning, and stakeholder alignment.
Monitor engagement trends and partner with leaders on action plans to improve employee experience and retention.
Manage sensitive employee relations and escalated matters in partnership with HR leadership and legal as appropriate.
Lead a small team of HR Generalists and/or Coordinators responsible for hiring, onboarding, offboarding, and employee relations.