HR Business Partner

Bright Event Rentals•Los Angeles, CA

8d•$90,000 - $120,000•Hybrid

About The Position

The HR Business Partner (HRBP) is a key strategic advisor and change agent responsible for aligning people strategies with business goals within a specific location or region. This role partners closely with senior leaders to shape culture, develop talent, elevate leadership capability, and implement core HR programs.

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. That means 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 in one of our Southern California locations at least 4 days a week, with one day of travel every 1-2 weeks to another location.
Business acumen: understands how operations, sales, and margins work, and connects HR actions to business results rather than treating them as compliance exercises.
Employee relations judgment: handles investigations, conflict, and sensitive situations in a fair, consistent, and legally defensible way.
Manager coaching: builds frontline leaders' confidence to handle performance, feedback, and difficult conversations themselves.
Field presence: visible and credible on the warehouse floor, not just in the office, and willing to travel regularly across sites.
Culture stewardship: reinforces company values and engagement across locations with different histories and legacy cultures.
Data orientation: uses turnover, engagement, and headcount data to spot problems and make recommendations.
Influence without authority: pushes back on leaders when needed and builds trust with Regional Presidents and site managers.
Organization and follow-through: manages a high volume of issues across sites without dropping anything.

Nice To Haves

Exposure to seasonal hiring surges and high-volume recruiting is strongly preferred.
SHRM-CP/SCP or PHR/SPHR preferred.
CA-specific knowledge such as PHRca is a plus.
Bilingual English/Spanish is strongly preferred.

Responsibilities

Serve as a trusted advisor to regional and local leaders, providing insights on talent, culture, and organizational design.
Understand business priorities and proactively recommend and implement HR strategies to support growth and operational success.
Act as a culture ambassador, helping leaders model company values and maintain a cohesive culture across distributed teams.
Provide one-on-one coaching and feedback to senior and emerging leaders to improve effectiveness and leadership capability.
Facilitate team effectiveness sessions, leadership retreats, or strategic off-sites as needed.
Drive talent reviews and succession planning efforts within the region.
Identify and address talent gaps through internal 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 such as performance management, compensation reviews, and employee engagement.
Execute annual processes like open enrollment or merit cycles for the region by advising leaders and ensuring alignment with organizational practices.
Drive change initiatives within the region with clear communication, thoughtful planning, and stakeholder alignment.
Monitor engagement trends and partner with leaders to implement action plans that enhance employee experience and retention.
Manage sensitive employee relations or 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.