Human Resources Business Partner

West Yost Careers•Davis, CA

17d•$90,000 - $110,000•Hybrid

About The Position

The Human Resources Business Partner serves as a hands-on HR professional responsible for delivering comprehensive HR support across the employee lifecycle. This role owns and executes core HR functions including benefits administration, compensation, HR operations, HR data analytics and reporting, employee relations, performance management and compliance. This role partners closely with leaders and employees to support consistent HR practices, regulatory compliance, and a positive workplace culture, while contributing to the effective execution and continuous improvement of HR programs, processes, and pay and benefit practices.

Requirements

10+ years of progressive HR experience
Strong knowledge of employment laws and HR best practices
Knowledge of compensation strategy, performance management, employee relations, safety practices and talent acquisition, and the ability to apply this information in a manner that is compliant with relevant employment law
Experience managing HRIS systems and ensuring data integrity
Proven ability to handle confidential information with discretion and professionalism
Strong organizational skills with a high level of attention to detail
Excellent communication and interpersonal skills
Ability to manage multiple priorities and meet deadlines
Proficiency in Microsoft Office (Excel, Word, Outlook) or equivalent tools

Nice To Haves

Bachelor’s degree in Human Resources, Business, or related field
HR certification (e.g., PHR, SHRM-CP)
Experience with UKG, Asana, ticketing systems, Tilt, Lever
Experience working with vendors or third-party administrators for benefits and leave programs
Experience working with captive healthcare models preferred
Familiarity with payroll processes and collaboration across departments
Experience with project management or process improvement initiatives
Exposure to data reporting and HR analytics tools

Responsibilities

HR Operations Lead day-to-day HR operations across the employee lifecycle, ensuring accurate, compliant, and consistent execution of HR processes, systems, and data.
Maintain HR data integrity by overseeing HR systems, documentation, workflows, and employee transactions, including HR inputs that feed payroll, through regular quality checks and audits.
Design, implement, and monitor standardized HR workflows, including QA/QC and auditing processes, to ensure accuracy, compliance, and consistency across HR operations.
Identify and implement process and system improvements to support efficiency and scalability, and the overall employee and manager experience.
Compensation, Benefits & Total Rewards Lead administration of compensation and benefits programs, including salary administration, incentive programs, benefits enrollment, and leave programs.
Oversee and support the design, administration, and employee experience of benefits programs, including open enrollment, leave of absence programs, compliance, employee education, and continuous improvement of benefit offerings and delivery.
Drive annual compensation planning activities, including merit cycles, market reviews, job evaluations, and internal equity analysis.
Manage benefits vendors, brokers and captive resources, supporting renewals, plan performance review, compliance requirements, and employee communications.
Serve as a primary resource for compensation, benefits and total rewards guidance for leaders and employees.
HR Data, Analytics & Reporting Lead HR reporting and analytics across headcount, turnover, compensation, benefits, performance, and compliance metrics.
Ensure accurate and timely statutory, regulatory, and internal reporting.
Analyze HR data to identify trends and support workforce planning and decision-making.
Employee Relations & Performance Management Provide hands-on support for employee relations matters, including issue resolution, investigations, and corrective action.
Coach managers on performance management, feedback, documentation, and accountability.
Support and administer performance management processes, including reviews and performance improvement planning.
Career Development & Organizational Support Support career development and performance growth initiatives, including role clarity, development planning, and internal mobility.
Partner with leaders and HR team members on organizational initiatives such as job architecture, role evolution, and workforce planning.
HR Partnership & Flexibility Serve as a trusted, hands-on HR Business partner to leaders, providing consultation, insight and guidance on people strategy, organizational effectiveness and workforce-related initiatives.
Proactively identify opportunities to improve people practices, support change initiatives and align HR programs with business goals.
Collaborate across the HR team, flexing responsibilities as business and team needs evolve.
Exercise sound judgement and discretion while partnering closely with leaders and employees.
Take on additional HR responsibilities and projects as needed.