Shasta Beverages Inc. - Human Resources Business Partner - Westcoast

National Beverage Corp•La Mirada, CA

12d•$12,000

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner to operational leaders, aligning human resources initiatives with organizational goals. The HRBP provides leadership and expertise in employee relations, talent acquisition, workforce planning, organizational development, performance management, employee engagement, compliance, and change management. This position works closely with leadership teams to develop people strategies that support operational excellence, workforce stability, employee development, and long-term business growth. The HRBP uses data, metrics, and business insight to identify workforce trends, mitigate risks, and drive continuous improvement.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.
At least 7 years of progressive Human Resources experience.
Experience supporting managers and employees in a multi-department environment.
Experience conducting employee relations investigations and resolving workplace issues.
Comprehensive knowledge of employment law and HR best practices.
Strong employee relations and conflict resolution skills.
Excellent verbal, written, presentation, and public speaking skills.
Strong organizational and project management abilities.
Ability to influence and coach leaders at all levels.
Ability to manage sensitive and confidential information.
Strong problem-solving and analytical skills.
Proficiency in Microsoft Office and Human Resource Information Systems (HRIS).

Nice To Haves

Master's degree in Human Resources, Business Administration, or a related discipline.
Experience supporting manufacturing, distribution, logistics, or industrial operations.
Multi-site HR support experience.
Experience partnering with operational leadership teams.
Experience using HR analytics and workforce metrics to drive business decisions.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Bilingual English/Spanish.

Responsibilities

Partner with business leaders to develop and execute workforce strategies that support organizational objectives.
Advise managers and supervisors on employee and organizational matters.
Support organizational structure reviews, workforce planning, and succession planning.
Drive initiatives to improve employee engagement, retention, productivity, and organizational effectiveness.
Support business transformation and change management initiatives.
Serve as the primary resource for employee relations matters.
Conduct workplace investigations into complaints, policy violations, workplace conflicts, and misconduct.
Guide corrective actions, disciplinary processes, and performance improvement plans.
Ensure consistent application of company policies and procedures.
Promote a positive work environment through proactive employee engagement and conflict resolution.
Partner with hiring managers to identify workforce needs and develop recruiting strategies.
Lead recruitment for salaried, professional, technical, and hourly positions.
Participate in candidate interviews and selection processes.
Coordinate onboarding activities to support successful employee integration.
Analyze staffing trends and workforce data to anticipate future hiring needs.
Facilitate performance management processes and support leadership in goal setting and employee development.
Assist managers with performance coaching, employee development plans, and succession planning.
Identify training and development opportunities and support leadership development initiatives for supervisors and managers.
Ensure compliance with applicable federal, state, and local employment laws and regulations.
Maintain current knowledge of labor and employment law developments.
Support internal audits, regulatory inquiries, and compliance initiatives.
Assist in developing and implementing HR policies, procedures, and best practices.
Support compensation administration and annual salary review processes.
Assist with benefits administration, wellness initiatives, and employee recognition programs.
Evaluate HR programs and recommend improvements based on business needs and industry best practices.
Participate in company-wide HR initiatives and special projects.
Monitor and analyze workforce metrics, including turnover, retention, absenteeism, overtime, time-to-fill, employee engagement, workers' compensation trends, and training completion.
Prepare reports and recommendations for leadership and use data to identify trends, risks, and improvement opportunities.
Demonstrate commitment to the company's mission, values, and culture, maintain confidentiality and professionalism, and build effective partnerships across the organization.
Exhibit business acumen and sound judgment; model ethical behavior, respect, and accountability; and manage multiple priorities in a fast-paced environment.