Regional Human Resources Business Partner

BluSky Restoration Contractors•San Diego, CA

4d•Remote

About The Position

The Regional Human Resources Business Partner (RHRBP) is a strategic HR partner for assigned regions and branches, supporting BluSky’s people-first and compliance-focused approach. Reporting to the HR Director, the role partners with regional leaders to connect people strategies to business objectives, coach and develop leaders, manage complex employee relations matters, and advance continuous improvement across HR functions. The position requires expertise in multi-state employment law, particularly California regulations, and supports locations across the Southwest and Northwest. It is remote within California and requires at least 25% travel, including overnight travel. The RHRBP advises regional and branch leadership on workforce priorities, leadership development, performance, engagement, retention, and compliance. The role conducts sensitive investigations, interprets and communicates policies, works with Legal on escalated matters, uses HR data to inform decisions, and collaborates with HR colleagues and vendors to improve policies, programs, and processes. There are no direct reports; the role exercises influence by coaching, guiding, and holding leaders accountable. The position requires a bachelor’s degree in Human Resources, Business Administration, or a related field and at least six years of progressive HR experience, including three years in a senior or HR Business Partner capacity. The listed base salary range is $90,000–$120,000. BluSky also offers a bonus plan for qualified positions and a comprehensive benefits package.

Requirements

At least 6 years of progressive HR experience, including at least 3 years in a senior or HR Business Partner capacity.
Experience supporting a multi-state workforce.
Expertise in California employment law, including CA wage and hour, CFRA, PAGA, and CPRA.
Knowledge of federal and multi-state employment law, including FMLA, ADA, EEOC, FLSA, workers’ compensation, and applicable state-specific regulations.
Demonstrated ability to coach and develop managers and senior leaders.
Experience conducting complex, sensitive employee relations investigations.
Strong business acumen and ability to connect HR strategy to organizational outcomes.
Exceptional coaching, communication, and interpersonal skills, with the ability to influence at all organizational levels.
Ability to use data and metrics to identify trends and recommend actionable solutions.
High integrity, discretion, and emotional intelligence.
Self-directed, adaptable, and comfortable working with minimal supervision in a dynamic, distributed environment.
Ability and willingness to travel at least 25% across the assigned region, including overnight travel.
Proficiency in Microsoft Office Suite.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Ability to occasionally lift and/or move up to 25 pounds.

Nice To Haves

Familiarity with Oregon, Washington, Nevada, and Arizona employment law.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience with ADP Workforce Now or a comparable HRIS.
Background in an industry with a distributed or field-based workforce, such as restoration, construction, or facilities management.

Responsibilities

Serve as the primary HR contact and strategic advisor for regional leaders and employees across assigned locations.
Maintain regular contact with regional leaders, including weekly one-on-ones with Regional Vice Presidents.
Translate business objectives into people strategies that support engagement, productivity, and performance.
Coach managers and leaders, support leadership development, and identify leadership and talent gaps.
Guide leaders through goal-setting, performance reviews, and ongoing development conversations.
Lead objective, timely investigations into complex employee relations matters, including grievances, policy violations, and workplace conflicts.
Advise on federal and multi-state employment law, maintain compliant HR practices, collaborate with Legal on escalated matters, and proactively identify risks.
Interpret and communicate HR policies to employees and leaders.
Support morale, employee experience, recognition, team-building, engagement, inclusion, and retention initiatives.
Analyze workforce data, trends, metrics, ADP reports, and dashboards to inform people decisions.
Collaborate with HR colleagues to develop, refine, and implement policies, programs, and scalable solutions.
Manage relationships with HR vendors, including benefits carriers, HRIS providers, and DEI program partners.
Seek opportunities to improve processes and the employee experience.
Travel at least 25% to assigned regional branches and field sites, including some overnight and out-of-area travel.