Human Capital Business Partner III

Beneficial State Bank•Los Angeles, CA

23d•Hybrid

About The Position

The Human Capital Business Partner III (HCBP III) provides senior-level human capital consultation to leaders and managers across the organization. This role partners closely with leadership to define and execute people strategies aligned with business objectives, labor strategy, and organizational priorities. The HCBP III leads complex employee and labor relations matters, advises on compliance and risk, supports workforce planning, and drives change initiatives. This role operates with a high degree of autonomy and serves as a strategic advisor and escalation point within the Human Capital team.

Requirements

Attention to detail
Collaboration & Communication
Diversity & Inclusion
Execution & Ownership
Time management
Change management
Conflict resolution
Critical thinking
Dealing with Ambiguity
Talent & Performance management
Organizational design & Development
Mergers & Acquisitions
Initiative
Legal
Compliance
Employee relations
Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
7–10 years of progressive human resources experience with demonstrated ownership of complex employee and labor relations matters
Significant experience supporting leaders in a unionized environment, including grievance resolution and contract administration
Advanced experience leading sensitive and high-risk workplace investigations
Strong working knowledge of employment and labor laws

Nice To Haves

Professional certification (PHR, SPHR, SHRM‑CP, SHRM‑SCP, or equivalent)
Experience advising senior leaders and executives
Experience supporting organizational change, workforce strategy, or labor negotiations
Multi-state HR experience

Responsibilities

Strategic Business Partnership & Workforce Strategy
Serves as a strategic advisor to senior leaders, aligning human capital strategies with business goals, labor strategy, and organizational priorities.
Anticipates workforce risks and trends; partners with leadership to develop proactive, sustainable solutions.
Supports strategic workforce planning, succession planning, and organizational design initiatives.
Leads organizational assessments and translates strategy into actionable people initiatives.
Employee & Labor Relations
Manages highly complex employee and labor relations matters, including grievances, disciplinary actions, and sensitive workplace issues.
Serves as a senior advisor on labor relations strategy, contract administration, and grievance resolution in a unionized environment.
Partners with leaders to navigate labor-management issues while maintaining compliance with CBAs and employment law.
Provides guidance and oversight on investigations involving high-risk matters (e.g., harassment, discrimination, retaliation).
Compliance, Risk & Investigations
Advises leaders on employment and labor law compliance, risk mitigation, and best practices.
Leads or provides senior-level support for investigations requiring advanced judgment and discretion.
Supports audits and compliance reviews; ensures alignment with internal policy, CBAs, and regulatory requirements.
Develops and reinforces policy frameworks to support consistent application and legal compliance.
Performance Management & Leader Coaching
Coaches senior leaders and managers on performance management, accountability, and corrective action.
Supports complex performance improvement processes within a unionized environment.
Guides leaders through difficult conversations and change-related people impacts.
Change Management & Organizational Effectiveness
Partners with leadership on department-level and enterprise-wide change initiatives.
Supports workforce transitions, reorganizations, and labor impacts related to organizational change.
Collaborates with unions and stakeholders to support smooth implementation of change initiatives.
Collaboration, Data & Continuous Improvement
Analyzes people data and trends to inform recommendations and support decision-making.
Acts as a liaison with other Human Capital functions to ensure integrated service delivery.
Contributes to enterprise initiatives and continuous improvement efforts within Human Capital.
Completes mandatory compliance training in accordance with established deadlines.
The position performs duties specific to the position and other functions as assigned.

Benefits

Medical / Dental / Vision / Basic Life / STD / LTD
Vacation Days: 2-4 weeks depending on role
Sick Days: 12 days per year
Holidays: 11 days per year
401(K) / ROTH / FSA / HSA / EAP
Education and Adoption Assistance
Bank-Wide Annual Discretionary Bonus Program
Production-based incentive program available for some roles.
Paid Volunteer Time: 4 days per year / annual match of qualifying employee donations
Paid Sabbatical Program after 5 years of service
Pet Benefits