Manager, HR Business Partner -West Region

Bacardi • Los Angeles, CA

2d

About The Position

The Human Resources Business Partner serves as a strategic advisor and trusted partner to business leaders, connecting people, culture, talent, and organizational effectiveness to enable business performance. The role supports the Commercial Sales organization and partners across the business to attract, develop, engage, and retain talent; guide organizational change; strengthen leadership capability; advance talent and succession strategies; foster inclusion; and turn workforce insights into business outcomes. The description identifies the role as supporting the East Region, although the title references the West Region. The position is based in Costa Mesa, Florida.

The HR Business Partner supports the HR lifecycle and advises leaders and employees on matters including performance, employee relations, compensation and benefits, talent development, and succession planning. The role leads and supports HR initiatives, organizational change, workforce planning, engagement, talent review, performance calibration, employee investigations, workforce analytics, HR systems data, and compliance with company policies and employment practices. The position calls for a proactive, strategic, data-informed partner who can build relationships and influence stakeholders across a complex, fast-paced organization.

Bacardi does not provide current or future employment visa sponsorship for this position. The annual base salary range is $110,235–$160,134; the specific offer depends on job-related factors, and the full range represents potential compensation over time. Bacardi describes a total rewards package that includes compensation, benefits, incentives, allowances, and well-being offerings. Benefits and perks may vary by employment nature, location, and other factors, and may change.

Requirements

• Bachelor's degree.
• 5–7+ years of Human Resources experience.
• Strong understanding of U.S. labor laws.
• Proficiency with HR technologies and systems; strong Microsoft Office skills, particularly Excel and PowerPoint.
• High energy, resilience, and ability to champion HR programs and initiatives.
• Forward-thinking approach and commitment to continuous improvement and process optimization.
• Results-oriented, positive, transparent, and ethical approach to leadership and decision-making.
• Self-motivated and proactive, able to work independently, exercise sound judgment, and manage competing priorities.
• Ability to navigate ambiguity and change with adaptability and a solutions-focused mindset.
• Strong relationship-building and influencing skills, including credibility and trust-building in complex, matrixed organizations.
• Excellent communication and interpersonal skills, with ability to engage, coach, and influence stakeholders at all levels.
• Strong analytical and problem-solving capabilities, including interpreting data, identifying trends, and making actionable recommendations.
• Effective project management skills and ability to coordinate initiatives and stakeholders in a fast-paced environment.

Nice To Haves

• Experience supporting large employee populations and senior leaders.
• Experience supporting sales functions and/or multi-site functions.
• Experience supporting the design and implementation of organizational changes, workforce planning initiatives, and talent strategies aligned with business objectives.
• Knowledge of and exposure to international employment practices in a global business environment.
• Experience with Workday.

Responsibilities

• Support the HR lifecycle across recruitment, onboarding, employee development, and offboarding.
• Coach and advise leaders and employees on performance management, employee relations, conflict resolution, policy interpretation, compensation and benefits, talent development, and succession planning.
• Support organizational change, workforce planning, and talent strategies aligned with business objectives.
• Lead and support cross-functional HR projects, including project management, stakeholder alignment, change management, and delivery of business outcomes.
• Monitor employee engagement and partner with leaders to implement plans that improve engagement, performance, and retention.
• Facilitate Talent Review processes and maintain succession plans and talent pipelines for critical roles.
• Lead performance calibration discussions and performance review cycles to support consistency and fairness.
• Partner with people leaders on individual development plans that build organizational capability and support career growth.
• Embed Commercial capabilities and HR behaviors into talent and people strategies.
• Manage complex employee relations matters and conduct objective investigations to mitigate risk and ensure compliance.
• Analyze workforce data and HR metrics, turning insights into recommendations for business decisions and organizational effectiveness.
• Maintain accurate employee data in HR systems and provide reporting, analysis, and insights as needed.
• Ensure compliance with HR policies, procedures, and employment practices, including conduct, mobility, compensation and benefits, talent acquisition, onboarding, learning and development, and performance management.

Benefits

• Competitive pay package.
• Competitive holiday and paid time off, plus additional days such as a volunteer day.
• Retirement/pension plan.
• Medical insurance.
• Critical illness insurance.
• Life insurance.
• Employee Assistance Programs.
• Family-friendly and inclusive leave policies.
• Incentive programs linked to company and individual performance.
• Comprehensive Total Rewards package that may include compensation, benefits, incentives, allowances, and well-being offerings.

What This Job Offers

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