Human Resources Business Partner

Embarc • Sacramento, CA

11d • Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to leaders and employees across assigned regions. The role supports employee relations, labor relations, performance management, compliance, onboarding, and workforce needs. The HRBP provides coaching and guidance to managers, promotes consistent application of company policies, and supports a compliant, stable, and engaged workforce. Strong working knowledge of California employment laws and regulations, including leaves of absence, is required; union and labor relations experience is preferred.

The position is based in Sacramento, California, with a hybrid work arrangement. The HRBP supports assigned districts and may travel between them as needed. The role also requires the ability to sit, stand, and work at a computer for extended periods.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
• Minimum of 5 years of progressive HR experience, including employee relations and performance management.
• Experience supporting multi-site or regional operations.
• Working knowledge of California employment laws and labor relations.
• Strong communication, coaching, and conflict-resolution skills.
• Ability to travel between assigned districts as needed.
• Ability to sit, stand, and work at a computer for extended periods.

Nice To Haves

• Union experience.
• Multi-unit retail experience.

Responsibilities

• Serve as the primary HR partner for employee relations matters, including workplace concerns, investigations, and conflict resolution.
• Advise and guide managers on employee relations issues, ensuring fair, consistent, and compliant application of company policies.
• Conduct or support employee investigations, including documentation, findings, and recommendations.
• Identify employee relations risks and escalate complex or high-risk matters according to established procedures.
• Support union-related matters, including coordinating and administering grievances in alignment with collective bargaining agreements.
• Partner with leaders and labor representatives to address workplace issues and support productive labor relationships.
• Ensure documentation and processes related to union matters are consistent and compliant.
• Coach managers on performance management, corrective action, and disciplinary processes.
• Support managers in documenting performance issues and applying progressive discipline consistently and compliantly.
• Coach and educate leaders on effective people-management practices.
• Support execution of HR policies and procedures in compliance with federal, state, and local employment laws.
• Coordinate and complete employment-related documentation for state agencies, including California EDD filings related to unemployment insurance, disability insurance, and paid family leave.
• Partner with payroll, benefits, and third-party administrators to ensure timely and accurate submissions.
• Respond to agency inquiries, claims, and audits in accordance with company procedures and legal guidance.
• Provide guidance and support for leaves of absence, including FMLA, CFRA, ADA, and applicable state programs.
• Support the interactive process for employee accommodation requests.
• Ensure proper documentation, communication, and internal coordination for leave and accommodation matters.
• Support and execute HR onboarding for assigned districts, ensuring completion of required employment documentation, policy acknowledgements, and system access.
• Serve as an HR point of contact for new employees during onboarding and address HR-related questions and concerns.
• Partner with hiring managers, operations, payroll, and benefits teams to ensure onboarding practices are timely, consistent, and compliant.
• Support workforce stability and retention through proactive employee engagement and issue prevention.
• Maintain clear and professional communication with leaders, employees, and HR stakeholders.
• Track, document, and report employee relations cases, trends, and outcomes.
• Escalate sensitive or complex matters with appropriate context and recommendations.
• Exercise independent judgment and discretion when handling sensitive and confidential employee information.
• Maintain confidentiality and professionalism in employee and business matters.
• Apply sound judgment when evaluating employee relations risks and recommending courses of action.
• Travel between assigned districts as needed.
• Perform other related duties as assigned, consistent with the scope and level of the position.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level