Regional HR Business Partner - West Region

Art of Problem Solving

6d•$116,000 - $132,500•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 delivers HR support for assigned departments and aligns people strategies with business objectives. It helps managers achieve results through coaching, HR expertise, and an understanding of business priorities, while fostering a performance-driven and engaging culture in a rapidly growing company. The HR Business Partner uses workforce data and strategic and technical HR advice to help leaders anticipate challenges and improve performance, retention, and organizational effectiveness. This is a hybrid, full-time position based at AoPS headquarters in San Diego, California. 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. West Region travel includes monthly visits to local campuses within driving or 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 and responsibilities. The hiring range is $116,000–$132,500. Employment is contingent on a successful background check, and candidates must be legally authorized to work in the United States; sponsorship is not available. AoPS describes its mission as discovering, inspiring, and training the next generation of great problem solvers through its online school, in-person academies, textbooks, and online learning systems.

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 of compensation strategies, organizational development, employee relations, talent management, performance systems, and federal and state employment regulations.
Business acumen and demonstrated 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; sponsorship is unavailable.
Successful completion of a background check is a condition of employment.

Nice To Haves

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

Responsibilities

Embed within the assigned department, understand its priorities and people needs, and translate them into people-focused actions that support business growth; serve as a trusted advisor to senior leadership, including directors, vice presidents, and C-suite leaders.
Provide expert 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 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 interpret policies 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 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 West Region campuses monthly and existing West Region academies at least twice per year, with a minimum one-day stay per visit.
Work primarily Monday through Friday during core business hours, with occasional evening and weekend availability for academy operations and community events; undertake additional travel as business needs require.