Regional HR Business Partner - West Region

Art of Problem Solving•Mountain View, CA

5d•Hybrid

About The Position

The Regional HR Business Partner serves as a strategic advisor to business leaders, providing guidance on people-related matters to drive organizational effectiveness and business results. The role partners with assigned departments and senior leaders to align people strategies with business objectives and support a performance-driven, engaging culture in a rapidly growing company. It uses HR expertise, business understanding, and data-driven recommendations to help leaders anticipate challenges and improve performance, retention, and organizational effectiveness. This is a hybrid, full-time position based in the Bay Area. The role primarily works Monday through Friday during core business hours, with flexibility for occasional evenings and weekends to align with academy operations and community events. Minimum travel includes monthly visits to local campuses within commuting distance of the employee’s home base and at least two visits per year to existing West Region academies, with a minimum one-day stay. Additional travel may be required based on business needs. The hiring range is $116,000–$132,500. Employment is contingent on successful completion of a background check. Applicants must be legally authorized to work in the United States; sponsorship, including STEM-OPT and H-1B, is not available.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 5 years of progressive HR experience, including at least 3 years in a Human Resources Business Partner role.
Comprehensive knowledge across HR disciplines, including compensation strategies, organizational development, employee relations, talent management, performance systems, and federal and state employment regulations.
Proven business acumen and ability to translate organizational objectives into effective people strategies.
Advanced consulting capabilities and experience influencing executive leadership.
Strong analytical skills, including expertise in using HR metrics and data to inform strategic decisions.
Exceptional communication and relationship-building abilities across organizational levels.
Demonstrated success leading change management initiatives through organizational transitions.
In-depth understanding of employment legislation and contemporary HR best practices.
Legally authorized to work in the United States; the employer is unable to offer sponsorship, including STEM-OPT and H-1B.
Successful completion of a background check.

Nice To Haves

SHRM-CP, SHRM-SCP, HRCI PHR, or SPHR certification.

Responsibilities

Embed within the assigned department to understand priorities, challenges, and people needs, and translate them into actions that support the business as it grows.
Serve as a trusted partner and advisor to senior leaders, including Directors, VPs, and C-suite leaders.
Provide guidance on organizational design, workforce planning, talent management, and succession planning.
Lead and advise on performance management, including coaching managers on feedback, development conversations, promotions, and performance issues.
Analyze workforce data, metrics, and trends to develop strategic recommendations that proactively address systemic issues.
Partner with Talent Acquisition to support strategic hiring needs based on current and future business requirements.
Collaborate with specialized HR team members to create, implement, and evaluate integrated HR solutions and programs aligned with business objectives and strategy.
Ensure compliance with relevant legal requirements and provide policy interpretation as needed.
Support change management initiatives by developing communication plans and managing stakeholder engagement.
Work with managers and employees to improve working relationships, resolve conflicts, build morale, and increase productivity.
Identify training needs and partner with stakeholders to design and implement effective development programs.
Contribute to continuous improvement of HR solutions, programs, and policies.
Maintain strict confidentiality when handling sensitive employee information and complex HR matters.
Visit local campuses monthly and existing West Region academies at least twice per year, with a minimum one-day stay per visit.