HR Business Partner

7 Leaves Cafe•Huntington Beach, CA

6d•Hybrid

About The Position

Our growing HR Department is seeking a Human Resources Business Partner (HRBP) who will closely work with District Managers and store leadership to deliver consistent, practical, and people-focused HR support. This role supports employee relations, coaches leaders, and supports the overall HR Department. The HRBP maintains a regular field presence, builds trusted relationships, and partners with the HR Manager on complex, sensitive, or high-risk employee matters.

Requirements

At least 3 to 5 years of progressive Human Resources experience
Strong experience managing employee relations matters and conducting workplace investigations.
Working knowledge of California employment requirements and wage-and-hour practices.
Ability to travel regularly to assigned store locations.

Nice To Haves

Multi-state HR experience preferred, particularly in Nevada and Arizona.
Experience supporting multi-unit retail, restaurant, hospitality, or similar environments preferred.
Strong verbal and written communication, documentation, organization, and problem-solving skills.
Ability to manage competing priorities and follow through on time-sensitive matters.
Ability to handle sensitive concerns with professionalism, discretion, empathy, and sound judgment.

Responsibilities

Manage employee relations cases from intake through investigation, documentation, recommendation, and resolution.
Conduct thorough, impartial workplace investigations and provide clear, well-supported findings and recommendations.
Coach District Managers and store leaders on performance management, corrective action, conflict resolution, and team member concerns.
Build strong partnerships with field leadership and team members through regular store visits and timely follow-up.
Support HR compliance across California, Nevada, and Arizona.
Coordinate leaves of absence, accommodations, workers’ compensation, and return-to-work matters in partnership with the HR Manager and appropriate stakeholders.
Review proposed corrective actions and involuntary separations for documentation, policy consistency, and potential risk.
Monitor compliance with wage-and-hour, employment eligibility verification (Form I-9), required training, minor employment, and other applicable employment requirements.
Maintain accurate, timely, and confidential employee relations records.
Analyze employee relations trends and people data to identify concerns and recommend improvements across stores and districts.
Escalate complex, sensitive, or high-risk matters to the HR Manager and collaborate on appropriate next steps.